3 ways a business leader gets people to follow

3 ways a business leader gets people to follow3 ways a business leader gets people to followTo get the most out of their workforce, todays business leaders may need to look at their own role and their workers a bit differently than leaders did decades ago. A strong and effective leader certainly stands at the top of a hierarchy, but great leaders today dont act hierarchically.While people thrive under great leaders, in todays business world they are also looking for a safe haven work environmentwhererespect,trust, and encouragementare bedrocks of the work culture. Here are three ways a company leader can get people to follow, and do so without being punitive and domineeringDont treat employees like childrenThe level of complexity and the pace of change that leaders at all levels face today is unprecedented. The pressure for achievement is intense and when mistakes are made, or when staff show up disengaged, tempers can flare.Frustration and anger are powerful emotions, and when lea ders get flooded with these feelings they typically fall into a model of leadership and accountability deeply embedded in their memories parenting, So they demote their employees to the role of children, Rheem says. But most adults do not want to be patronized or treated like children. Those ways dont inspire employees to thrive in their work environment or put forth their best effort.Employees today, especially among the current generation entering the workplace, are far more likely to quit or deliberately underperform under those conditions. Thats bad for morale, damages the culture, and encourages turnover.Be positiveA leader who cultivates a positive culture can reap myriad benefits. Research of 16 different industries, conducted by Dr. Kim Cameron at the University of Michigans Stephen M. Ross School of Business, found a significant relationship between virtuousness in the workplace - forgiveness, compassion, optimism and trustworthiness and improvements in everything from p rofitability and productivity to quality, innovation, customer satisfaction and employee retention.Leaders need to move away from the CPO template, where they are the Chief Punishment Officer, and instead move to more brain-friendly modes as mentors, coaches, good listeners and captains of positive recognition, Rheem says.Dont be subverted by subculturesA companys top leader needs to ensure the next layers of leadership are consistently echoing the companys ethos at every level throughout the enterprise.Hold managers and supervisors accountable for communicating the corporate culture and living the organizations values, Rheem says. Dont let divergent micro-cultures or siloed departments hijack the enterprises culture. Having strong and effective leaders as managers and supervisorscreatesthe consistent conditions essential to healthy and sustainable workplace cultures.There is a very high emotional cost in making difficult choices that affect other peopleslives, Rheem says. Most of u s would prefer having those decisions made by someonewe trust and have faith in, not someone who brandishes a title or threats of punitiveconsequences in buchung to achieve authority. The most successful leaders in the new eraof work now underway will balance strength and determination with empathy andunderstanding.Don Rheem, author of Thrive By Design The Neuroscience that Drives High-Performance Cultures, is CEO of E3 Solutions, a provider of employee workplace metrics and manager training that allow organizations to build engaged, high-performance cultures.