Do You Practice Bottom Line Leadership?

When you are leading a group or a company, one of the things that you are probably most focused on is whether or not you are getting results. Getting results is, after all, a surefire way of proving that you are an effective leader and that your group is highly efficient and is made up of the right people for the job. Now if you suspect that your team is only performing adequately and that there are several kinks that have to be hammered out, it’s time to ask yourself a question: Are you practicing bottom line leadership?

First of all, what is bottom line leadership? It is leadership that is practiced in a way that guarantees that you are not only getting results, but are able to obtain both results and sustained productivity from your employees. You want your employees to consistently perform well and produce the results that you are looking for, and this cannot happen if they aren’t being led properly or receive no guidance from you at all. This does not mean constantly monitoring what they do, however. Bottom line leadership entails finding out how your organization is perceived by your employees, how you can continuously motivate your employees, and if they know that they are indeed valuable assets of the company.

Evidently, bottom line leadership isn’t just something you learn on the fly nor is it something that you practice just once and then stop once you’ve achieved the results you were aiming for. It demands consistent practice and improvement, if you aim to improve and sustain bottom line performance long-term.

When focusing on improving bottom line performance, you do not just work to make sure that employees are doing their job, and doing it well. They must be really engaged and involved the company. They must feel absolutely invested in it, which will in turn propel them to work better and achieve more for it. Don’t resort to trickery, of course, to get your employees’ loyalty to the business. Simply letting them in on the plans, informing them about changes, and being upfront with them during tough times can increase their appreciation for your company, compared to being kept in the dark all the time.

Satisfying results can be attained by far more than giving clear orders and having a plan. Getting employees truly involved in the future of the company works wonders, too.

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