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12 Things You Must Do Starting Today to Be a Better Leader

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Some believe, Certain people are born leaders. Others think an individual can learn to be a leader. Regardless of how you may feel you obtained your leadership skills, there are always ways to enhance your abilities. This list of suggestions may inspire you to reevaluate your leadership abilities and address any issues you find need improvement.

1. Be a positive role model.

As a leader, your actions set the tone for what is appropriate behavior in the workplace. Exhibit actions that you want your team to emulate. You may establish rules of conduct or have expectations for how staff should behave at work and what actions will not be tolerated. The best way to encourage these specific actions is to correctly and precisely demonstrate these behaviors yourself.

2. Be humble.

Share the credit for successful projects with your team. If you make a mistake, readily admit to your error. Apologize when needed and admit when you do not have the solution to a problem. Demonstrate the willingness to seek answers from other sources. Such actions show your human side and help you gain the respect of employees and customers alike.

When you admit a mistake
your employees feel safe admitting their mistakes, instead playing the “blame game.” Accepting that individuals make mistakes will create a more cooperative atmosphere in your company.

3. Practice effective communication.

Let your team know they may openly discuss workplace issues with you. Be approachable. Give employees your attention, keep an open mind and make eye contact as they speak, (don’t be working on your next project or email.) Maintain the confidentially of the conversation. You can build trust this way. Be sure your staff knows of your expectations for them. Quickly address any misunderstandings. Make a note of what was discussed and put in a private email to your employee, if appropriate. This will help keep misunderstandings at a minimum.

4. Find a mentor.

A confident leader realizes there is always more to learn and will turn to a trusted friend or colleague for their opinion of a given issue or to receive feedback on their job performance. Seeking the advice from someone with more experience is not a sign of weakness.
5. Be emotionally aware.

Business is ultimately about dealing with people. While some may say emotions have no place in the business world, wise leaders strive to be aware of the sensitivities of others. These leaders learn to acknowledge different opinions and consider background information to better understand those around them. Emotions usually reveal the deeper, most important and relevant points of personal interactions. It is an important area to explore more deeply.

6. Encourage creativity.

Let your team know you are open to their ideas. Empower them to take their ideas to the next level by giving positive feedback and constructive advice as warranted. The opportunity to present and try out ideas can lead employees to deeper commitment, enhanced problem-solving abilities and greater productivity. Reward creativity and recognize that these actions help your staff develop their full potential.

7. Be passionate about your work.

Leaders must demonstrate a commitment to the goals of the company. Show your staff how strongly you believe in the organizational goals and how much you value their contribution to this endeavor. If you want dedicated employees, be dedicated yourself. Don’t hesitate to speak passionately about what you believe in.

8. Know your team.

Learn about your employees. Ask about their families or recreational activities they enjoy. Politely ask how things are going for them. Doing so will demonstrate that you care about them as human beings and do not consider them just another name on the company payroll.

Jot down this information so you don’t forget areas that are important to your employee. Be sure to include remote workers. Review these notes before an interview or progress report with an employee so you can make appropriate comments that show you are thinking about them.

9. Think positive.

It is easy to be positive when things are going well but a good leader will remain confident when things go wrong. They embrace failures and inspire their team to consider such events as opportunities to learn. A positive outlook will help your staff remain encouraged and create an overall upbeat environment where people will want to remain. Thinking and acting positive go hand-in-hand. Never slight anyone, in or out of your employ.

10. Be yourself.

All leaders have their own style of dealing with people. Talk with your mentor or supervisor to help identify your strengths and weaknesses. Seek advice on how to enhance your weaker skills and utilize your stronger assets to their maximum potential. Obtain feedback from your staff as how they view your management style. Share some information about your personal life to help your staff learn about you. Plan a happy hour where business is not discussed and everyone can be themselves.

11. Study past leaders.

Take a look at those who have previously held your position. Examine why they failed and why they succeeded. Become aware of common mistakes. Compare your leadership style to theirs. Also, take a look at your peers to compare their progress while taking into consideration variables such as location and economic factors.

Your leadership style doesn’t have to be the same as a previous leader in your company or position. In fact, your leadership style shouldn’t be the same as anyone else’s. Improve your style, but stay real.

12. Challenge your staff.

Employees may become bored and dissatisfied if they are performing the same tasks and projects each day. Give your staff new challenges that are within their abilities. Provide constructive feedback as they work on new projects. Learning and mastering new challenges will give your staff a sense of accomplishment. It shows that you have confidence in their skills and value them as part of the organization. There are many skill learning opportunities on line that can be worked on during working hours.

Culled : Biz Solution

Celebrities

My 17-year feud with Basketmouth began over unpaid ₦30k, says AY Makun

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AY Makun, the comedian, has revealed how his 17-year feud with his colleague Basketmouth began.

In a recent interview with Chude Jideonwo, the media personality, AY recounted his early days in the industry.

He said Basketmouth used to connect him to perform at events when he was starting out in the comedy business.

AY said there was a particular event he attended but the organisers had expected Basketmouth to be available.

The comedian said he wasn’t paid and had to reach out to Basketmouth who told him the organisers hadn’t paid.

AY said he contacted the organisers and was shocked to find that payment had been made even before the event.

“Usually, what we get at that time is ₦30,000. ₦30,000 at that time was everything to me,” AY narrated.

“N30,000 would buy me my pack of [noodles], recharge cards, fuel for my generator.

“[It allowed me] to pay just one or two people to join me to do one or two skits that I can just quickly put out.

“I got this job and the people weren’t too happy to see me because they were expecting a Basketmouth to come.

“Long story short, the guy was later happy after the performance. There was an exchange of contact. Then I left.

“Two weeks running, I hadn’t seen ₦30,000. Because I didn’t see the ₦30,000, I was starving in Iponri.

“I decided to ask for ₦30,000 and he said this person hasn’t remitted. He said they were not happy.”

AY said it was when he shared a picture of his chats with both parties that a fight broke out.

He said he was not at odds with Basketmouth at the time but the incident caused them both to feud.

“It was very funny to hear from them that this full payment has been made long before the event,” AY said.

In August 2021, Basketmouth argued that he fell out with AY because the comedian “messed with loyalty”.

During an interactive session with fans on Instagram in 2022, AY said Basketmouth has a superiority complex.

Last year, the pair confirmed they were not on talking terms after they were spotted avoiding each other in public.

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Celebrities

Bad Bunny sued for $40m by ex-lover over unauthorised voice recording

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Carliz De La Cruz, the ex-lover of Bad Bunny, the Puerto Rican rapper, has sued him, claiming a voice recording she provided him before he became famous has been used without her permission.

Cruz argued that she is entitled to $40 million in compensation for “negligence and attack on her privacy and dignity.”

According to BBC, Carliz filed a lawsuit against the rapper, claiming he used the catchphrase “Bad Bunny baby” — which she recorded on her phone in 2015 — in two of his songs without her consent.

The line is said to have appeared on the rapper’s 2017 single ‘Pa Ti’ and his 2022 song ‘Dos Mil 16’.

‘Pa Ti’ has raked in more than 355 million views on YouTube and over 235 million plays on Spotify, while ‘Dos Mil 16’ has over 60 million YouTube views and more than 280 million Spotify plays.

According to the legal documents by Carliz’s lawyers, prior to the release of ‘Un Verano Sin Ti’, Bad Bunny’s recent album, the rapper had offered to buy the rights to the line from his ex-lover for $2,000.

She was said to have declined the offer but the album was, however, released with her line on it. ‘Un Verano Sin Ti’ was then nominated for album of the year at the Grammy Awards.

Carlos also said that her recordings have been used in concerts, adding that it is a “gross negligence, bad faith and, worse still, an attack on her privacy, morals and dignity.”

In the legal documents, Carliz said harassment from supporters of the 29-year-old rapper has made her “overwhelmed and anxious” while she seeks “psychologists for help”.

The duo dated in 2011 and both worked in a supermarket while Bad Bunny also made music by the side.

They, however, parted ways in 2016.

The rapper’s former lover is also suing Rimas Entertainment, his record label, and Noah Assad, Bad Bunny’s manager.

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Celebrities

I never asked Mo Bimpe sex for movie role, Yomi Fabiyi insists

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Yomi Fabiyi, the actor, has once again dismissed claims of sexual harassment against Adebimpe Oyebade.

In 2021, the actress — better known as Mo Bimpe — accused Fabiyi of subjecting her to “constant harassment, bully and threats.”

Her claim had come as a response to the release of ‘Oko Iyabo’, a movie by Fabiyi on the sexual assault allegations against Baba Ijesha.

“I didn’t make myself available for his sexual needs despite how much he tried. Yomi Fabiyi needs to be stopped. Thank God for grace, I would have given up on this dream because of his constant harassment, bully and threats,” she had said.

But in a recent interview, Fabiyi denied claims that he demanded sex from Mo Bimpe before enlisting her in his movie.

“I starred her in my movie when nobody knew her and I never asked her for sex before I put her in the movie,” he said.

“I always tell her that whenever she is chanced, she should come to Lagos so that I can brush her up and keep her up to speed before shooting.

“We shot the movie and we were there together, I didn’t say before I give you this role I must have sex with you. People who do such things, that will be their first condition before they even give you that kind of role.

“I didn’t demand anything from you, I didn’t say come and have sex, I just wanted to help you. After we finished shooting and she noticed I didn’t ask her for anything, she came to tell me she’s following another man, Gabriel to Lagos.

“Why is she saying that I sexually assaulted her when many men have slept with her before she settled down with who she’s with today.”

Fabiyi had previously addressed the allegation against him.

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Bodex F. Hungbo, SPMIIM is a multiple award-winning Nigerian Digital Media Practitioner, Digital Strategist, PR consultant, Brand and Event Expert, Tv Presenter, Tier-A Blogger/Influencer, and a top cobbler in Nigeria.

She has widespread experiences across different professions and skills, which includes experiences in; Marketing, Media, Broadcasting, Brand and Event Management, Administration and Management with prior stints at MTN, NAPIMS-NNPC, GLOBAL FLEET OIL AND GAS, LTV, Silverbird and a host of others

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