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"Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work." —Steve Jobs
You probably hear the compliment “great work” tossed around the office or sports field from time to time, but “Great Work” involves much more. Great leaders show their understanding of “Great Work” not by toiling 60 or 70 hours a week to gain Top Salesperson of the Year, throwing all-nighters to reach a deadline, or juggling so many projects that they have no time left for other life endeavors. They recognize that Great Work also encompasses teamwork, passion, integrity, vision, ethics, and loving-kindness. It extends beyond mere job performance to staying mindfully engaged as a shining inspiration while sharing the knowledge you have attained from your own experience. Conscious, awake, and aware, great leaders are intentional about being mindful and living in the present moment. They’re attuned to their surroundings in a calm, non-judgmental way and focus on what's happening in the moment. They are compassionate, supportive, and empowering.
Great leaders are masters instead of slaves to the workplace, meaning they're drawn from inside out instead of driven from outside in. They give freely of themselves, not out of obligation, but out of desire and compassion, perhaps taking a new employee under their wing. Great Work treats people of all walks of life—from janitor to judge—with the same respect, courtesy, and kind words. We hear people say that great leaders are few and far between. But are they?
Management Style
A survey by Zety asked 1,016 Americans to pinpoint the skills, behaviors, and characteristics of great managers. Respondents were asked what great managers should focus on when leading their team: Correcting the team members’ weaknesses or Making the most of the team members’ strengths?
Over 77% believed that great managers should pick strengths. A surprising total of over 50% expected their manager to be hands-on. Almost 65% of respondents said a great manager should care about them on a personal level. The larger the company, the more important it was for managers to care about employees on a personal level. Over 90% of respondents agreed that a great manager should value their opinion even if it differed from the manager’s own. Over 85% of respondents admitted that good managers should spend as much time as necessary to clearly communicate individual and team objectives even if the time spent explaining bled into their own managerial work.
The Takeaway Image of a Great Leader
The largest number of truly great managers worked in the biggest companies. And over 36% of respondents who work for organizations employing 1,000+ people said their manager was doing a fantastic job. The most important qualities of a great manager that emerged from the study were:
- Listens to their team members’ voices and factors them into his or her decisions
- Gives meaningful and balanced feedback
- Makes sure team members have enough autonomy to make decisions
- Cares about their subordinates’ work-life balance
- Is honest and trustworthy
- Has a positive attitude and a good sense of humor
- Supports the team members and has their back
- Has a clear vision for the team
- Is confident, displays strong leadership, interpersonal, and decision-making skills
