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6 Tips To Make People Feel Comfortable Being Led By You

6 Tips To Make People Feel Comfortable Being Led By You

As a successful leader you not only need motivation for yourself, but for the people around you to take you towards that success. Mostly people face challenges to lead those who work with them appropriately because of not accepting the true importance of a leader. You do not just act as a leader in your professional life, but you have to manage and make people feel comfortable enough to let you lead them.

1. Lead by example

Leaders don’t believe in giving orders, but they exercise what they expound and lead by example. At workplace leaders become the role model for other co-workers and their subordinates feel comfortable with them and would love to follow. Good leaders make their subordinates feel that they’re heart of the company, not at the boundary. By doing this, every individual led by you feels that he or she makes a difference to the success of the company and gives their work meaning.

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2. Build trust

Most effective leaders lead by example, importune ideas from their team members, listen carefully before acting, and most importantly, trust their team. Trust is essential to build an effective team, because it gives a sense of safety. When your team members feel safe with you, they feel comfortable to open up, and uncover their skills. Creating trust among team members leads you towards innovation, teamwork, creativity, and productivity.

3. Think ahead

Leaders think about the future, and have the answers and a plan of action ready for any challenging situation. They are constantly thinking ahead for the company and their team members for improvement, and finding ways to make work processes smooth for them. Thinking ahead and planning your goals, actions, and timelines, will give you the kind of team you want to build. To make your employees comfortable under your leadership, you should encourage your employees to participate and share their views and knowledge. By involving your employees and volunteers you can make a big difference to become a loved leader.

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4. Yield information

You need to encourage your team members to think strategically until it becomes part of their job. That allows you to provide your employees the most convenient, enjoyable working environment. In order to stay competitive and ahead, you should seek and learn information from your inner circle, on your company’s strengths and weaknesses, industry analysis, customers, competitors, and developing technologies. One of the key requirements of effective leadership is having appropriate and extensive business information that helps leaders elevate their thinking and gives a sense of contribution to employees in achieving success.

5. Trust your gut

Great leaders use to make many of their crucial decisions based upon good information gathered from their team members and their gut. In reality, great leaders that changed businesses, their intuition and courage is what lead innovation. We would not have seen the innovations today, if those leaders had made their decisions based only on the facts, probabilities.

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If you have strong, well-trained employees and you provide them the flexibility to put their efforts to make things happen. You should consider and trust your inner feelings.

6. Start Mentoring

Recognize that your personal involvement is critical for employees to make them familiar with the workplace culture and feel comfortable striking out on his or her own. Include the people led by you in your long term planning and continue supporting, because their comfort level with the environment will have direct posture on your employee’s satisfaction.

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A good leader teaches their employees, associates and others team members to deliberately align themselves. Once an individual is working toward their own goals and success, they will ultimately attempt to grow and achieve their goals, thus displaying being led by a quality leader.

Featured photo credit: organize4results.com via google.com

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Tayyab Babar

Tayyab is a PR/Marketing consultant. He writes about work, productivity and tech tips at Lifehack.

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Last Updated on July 17, 2019

The Science of Setting Goals (And How It Affects Your Brain)

The Science of Setting Goals (And How It Affects Your Brain)

What happens in our heads when we set goals?

Apparently a lot more than you’d think.

Goal setting isn’t quite so simple as deciding on the things you’d like to accomplish and working towards them.

According to the research of psychologists, neurologists, and other scientists, setting a goal invests ourselves into the target as if we’d already accomplished it. That is, by setting something as a goal, however small or large, however near or far in the future, a part of our brain believes that desired outcome is an essential part of who we are – setting up the conditions that drive us to work towards the goals to fulfill the brain’s self-image.

Apparently, the brain cannot distinguish between things we want and things we have. Neurologically, then, our brains treat the failure to achieve our goal the same way as it treats the loss of a valued possession. And up until the moment, the goal is achieved, we have failed to achieve it, setting up a constant tension that the brain seeks to resolve.

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Ideally, this tension is resolved by driving us towards accomplishment. In many cases, though, the brain simply responds to the loss, causing us to feel fear, anxiety, even anguish, depending on the value of the as-yet-unattained goal.

Love, Loss, Dopamine, and Our Dreams

The brains functions are carried out by a stew of chemicals called neurotransmitters. You’ve probably heard of serotonin, which plays a key role in our emotional life – most of the effective anti-depressant medications on the market are serotonin reuptake inhibitors, meaning they regulate serotonin levels in the brain leading to more stable moods.

Somewhat less well-known is another neurotransmitter, dopamine. Among other things, dopamine acts as a motivator, creating a sensation of pleasure when the brain is stimulated by achievement. Dopamine is also involved in maintaining attention – some forms of ADHD are linked to irregular responses to dopamine.[1]

So dopamine plays a key role in keeping us focused on our goals and motivating us to attain them, rewarding our attention and achievement by elevating our mood. That is, we feel good when we work towards our goals.

Dopamine is related to wanting – to desire. The attainment of the object of our desire releases dopamine into our brains and we feel good. Conversely, the frustration of our desires starves us of dopamine, causing anxiety and fear.

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One of the greatest desires is romantic love – the long-lasting, “till death do us part” kind. It’s no surprise, then, that romantic love is sustained, at least in part, through the constant flow of dopamine released in the presence – real or imagined – of our true love. Loss of romantic love cuts off that supply of dopamine, which is why it feels like you’re dying – your brain responds by triggering all sorts of anxiety-related responses.

Herein lies obsession, as we go to ever-increasing lengths in search of that dopamine reward. Stalking specialists warn against any kind of contact with a stalker, positive or negative, because any response at all triggers that reward mechanism. If you let the phone ring 50 times and finally pick up on the 51st ring to tell your stalker off, your stalker gets his or her reward, and learns that all s/he has to do is wait for the phone to ring 51 times.

Romantic love isn’t the only kind of desire that can create this kind of dopamine addiction, though – as Captain Ahab (from Moby Dick) knew well, any suitably important goal can become an obsession once the mind has established ownership.

The Neurology of Ownership

Ownership turns out to be about a lot more than just legal rights. When we own something, we invest a part of ourselves into it – it becomes an extension of ourselves.

In a famous experiment at Cornell University, researchers gave students school logo coffee mugs, and then offered to trade them chocolate bars for the mugs. Very few were willing to make the trade, no matter how much they professed to like chocolate. Big deal, right? Maybe they just really liked those mugs![2]

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But when they reversed the experiment, handing out chocolate and then offering to trade mugs for the candy, they found that now, few students were all that interested in the mugs. Apparently the key thing about the mugs or the chocolate wasn’t whether students valued whatever they had in their possession, but simply that they had it in their possession.

This phenomenon is called the “endowment effect”. In a nutshell, the endowment effect occurs when we take ownership of an object (or idea, or person); in becoming “ours” it becomes integrated with our sense of identity, making us reluctant to part with it (losing it is seen as a loss, which triggers that dopamine shut-off I discussed above).

Interestingly, researchers have found that the endowment effect doesn’t require actual ownership or even possession to come into play. In fact, it’s enough to have a reasonable expectation of future possession for us to start thinking of something as a part of us – as jilted lovers, gambling losers, and 7-year olds denied a toy at the store have all experienced.

The Upshot for Goal-Setters

So what does all this mean for would-be achievers?

On one hand, it’s a warning against setting unreasonable goals. The bigger the potential for positive growth a goal has, the more anxiety and stress your brain is going to create around it’s non-achievement.

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It also suggests that the common wisdom to limit your goals to a small number of reasonable, attainable objectives is good advice. The more goals you have, the more ends your brain thinks it “owns” and therefore the more grief and fear the absence of those ends is going to cause you.

On a more positive note, the fact that the brain rewards our attentiveness by releasing dopamine means that our brain is working with us to direct us to achievement. Paying attention to your goals feels good, encouraging us to spend more time doing it. This may be why outcome visualization — a favorite technique of self-help gurus involving imagining yourself having completed your objectives — has such a poor track record in clinical studies. It effectively tricks our brain into rewarding us for achieving our goals even though we haven’t done it yet!

But ultimately, our brain wants us to achieve our goals, so that it’s a sense of who we are that can be fulfilled. And that’s pretty good news!

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Featured photo credit: Alexa Williams via unsplash.com

Reference

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