Leaders: Why You Need to Be Tech Savvy (Part II)



On Tuesday, we started talking about the importance of being tech-savvy. As we mentioned, we are now well into the digital age. And with the accessibility of technology, most, if not all companies are looking towards the future and asking their employees to do the same.

This is especially true for the leaders. As major representatives of their company, leaders need to make sure they do all they can to become tech-savvy. So today we are going to talk about just that. Here are some of our tips on how to become a tech-savvy leader:

Keep up to date. First things first, you need to make sure you are in the loop. Whether it has to do with all the technology you already possess, or the new things you’re coveting, keeping in the loop on all of the new advancements and updates will help keep you on your toes as cool new products roll out.

Use your technology wisely. That being said, there is no need to overdo it on your tech prowess. As we’ve mentioned in the past with social media platforms, use what works best for you and your company. While it may seem cool that your desk is littered with the three latest tablets, two cell-phones, a laptop and desktop, it really just looks silly. And honestly, it will make you much more unorganized in the long run–something you definitely want to avoid.

Programs, programs, programs. Being tech-savvy extends far beyond cool gadgets and gizmos. In fact, some of the most innovative advancements are in the latest programming and online products. Try your best to keep up with things like these, especially social media platforms, because they can have a huge impact on your company. In our previous post, we mentioned that there is a majority of people who place a high value on being socially savvy in the digital world. One of the best ways to becoming socially savvy in the digital world is by knowing the ins and outs of social media platforms, as well as the mobile recruiting arena.

What are your thoughts on having tech savvy leaders? Is it a make or break? Or, is there something else you’d rather see in your leader? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

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Leaders: 3 Reasons Why It’s Important To Be a Mentor to Your Team

mentoring convention


From delegating tasks, to enforcing company policy, to ensuring efficiency, leaders have a wide variety of responsibilities when it comes taking care of their team.

But leadership is more than just telling your employees what to do. Aside from making the executive decisions that make their team successful in their day to day tasks, great leaders have another extremely important responsibility: to be a mentor to each person on their team.

Unfortunately, not every leader knows the importance of mentoring their team. To show you what we mean, here are three reasons why it is important to be a mentor and how it can make you a great leader. Take a look below:

  • Mentors help their company grow. Whether it comes to supervising a team, a department, or the whole office building, companies need plenty of leaders to guide their employees. As such, it is up to those already in leadership positions to help budding talent grow into great leaders themselves. In turn, the more leaders that are developed, the better the chance a company has to grow and become more successful.
  • Mentors can contribute to the employee satisfaction. Employees, especially the Millennial group, are always looking for meaningful relationships and personal growth in their careers. When you invest in your team, they’ll invest in you, and one way to do that is through mentoring. As a mentor, you are there to assist your team in not only being successful at their current jobs, but also in becoming successful in their careers. This kind of meaningful relationship can do a lot to help boost employee satisfaction and make your company much more successful.
  • Mentorship can help your leadership skills. On top of every great thing a mentor can do for their company and employees, learning to be a mentor is one of the best ways to enhance your leadership skills. For the most part, anyone can tell a group of people a list of commands, but it is those who can influence and inspire others to become successful that are rare leaders and highly sought after.

Check back tomorrow when we give you a few tips on how you can become a mentor and great leader to your team. In the meantime, what you do you think about mentorship? Is it an important thing to strive towards in leadership? Let us know by connecting with us on Facebook or Twitter!

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3 Ways to Successfully Manage Potential Leaders

Leaders in a room international monetary fund

Yesterday, we gave you three reasons why you should hire more potential leaders than followers. As we mentioned, employees with great leadership skills are important assets to any business, regardless of whether or not they’re hired for leadership roles.

One fear most employers have is the potential to have “too many cooks in the kitchen” spoiling the “broth,” which can end up disrupting workplace productivity.

Fortunately, this can be avoided by taking the proper steps. To get your potential leaders in order and productivity running smoothly, here are a few ways to successfully manage your potential leaders. Take a look below: 

  • Don’t micromanage. All in all, micromanaging is something you should avoid doing with all of your employees. As for those with great leadership skills, just leave them alone and let them do exactly what you hired them to do. There is no doubt that they’ll take initiative to work hard and get things done. 

    Allowing them the ability to work on their own gives them the opportunity to be creative, push the limits on innovation, and feel in control of their own projects. This helps in preventing them from wanting to branch out to other companies who they believe will offer them more freedom to lead, as well as from feeling under-qualified and unappreciated for what they do.

  • Allow them room for progress. Those who are always looking to improve themselves and move up need to actually have room to do so. Always make sure that you are doing your best to make things personal for them, whether that means re-recruiting, giving them a little thanks, or allowing them to take the lead on certain projects to build/enhance their leadership skills. 

    We’re not saying you need to promote them right off the bat—but you should always be checking in on them and making sure they’re satisfied. Employee satisfaction is, after all, one of the most important ways to retain top talent.

  • Keep communication open. Make sure communication is always open on all levels. With so many potential leaders, there is always a chance that one or two might stray off the path you want, leading to some disastrous results. Avoid this by ensuring that everyone is in the know of what the team is doing. Collaboration is essential for success, and in case you find a stray, you can prevent things from going awry.

With these tips, you can manage your potential leaders the right way, giving you more time to be productive and run the company effectively and efficiently. Plus, you never know—when it comes time for your company to expand, having a talent pool already in your company can be a great benefit to your business.

photo credit: International Monetary Fund via photopin cc

Leaders: 3 Reasons Why You Need to Follow Through

Following through is an important skill that all leaders need to have, whether they’re the team supervisor, department manager, or CEO.

Believe or not, there are leaders out there who don’t follow through on their promises. This greatly affects their credibility as a leader, from how their employees view them, to the productivity of the company, and even to how employees view themselves.

To help you avoid going back on your word, we’re going to talk about three reasons why you need to follow through with your promises. Take a look below:

  • Not following through ruins your reliability. When an employee says they’ll get something done, you expect them to get it done, right? Well, the same goes for you as a leader. Don’t promise that you will do something and then fall through.

    The consequences are the same. When an employee goes back on their word, then it seems as if they aren’t fit for the task—and this goes for the leader, as well. The next time you promise that bonus for an employee referral, or that you would solve an issue in the workplace, make sure you go through with it.

  • Not following through ruins productivity. That brings us to our next point: not keeping your word can put a damper on productivity. If employees see that you can’t keep your promises, then it might lead them to believe that they don’t need to either. As a leader, you set the tone for the rest of your team, so make sure you do everything in your power to keep your promises.
  • Not following through negatively affects employee satisfaction. Above all, you need to keep in mind how going back on your word can affect employee satisfaction. Employees rely heavily on their leaders for a lot of things; you are, after all, the one who makes the big decisions in regards to them, as well as their connection to the higher-ups. When you don’t follow through on a promise, chances are that your employees won’t feel like they matter too much to you or the company, which can really change their perspective on things.

Not following through can have some serious consequences. And as a leader, all eyes are on you, which makes it even more important to go through with your promises.

Make sure that you can stand behind what you say. The alternative can lead to some pretty undesirable results, and really, keeping to your word is just the right thing to do.