A Guide to LBM leadership
If you are a seasoned leader, you may already do many of these things, if you are a new or aspiring leader, here are some tried and true practices that will add to your success:
Focus on Your Actions, Over Your Words
As a leader, remember that all eyes are on you, all the time. One of my favorite quotes is, “Your actions speak so loudly, no one can hear what you say.” This means that what you do has a greater impact than what you say. Your team pays attention to your behavior and will mirror it. Therefore, strive to embody the principles and work ethic you wish to see in your organization.
Public Praise and Private Guidance
Go out of your way to publicly praise the behaviors you value. Acknowledging good work in front of others not only motivates the individual but also sets a positive example for the rest. Conversely, never correct or criticize an employee in front of others. Those discussions should always be private to maintain dignity and respect. Offer constructive feedback and guidance as situations arise. This approach ensures that formal performance evaluations never come as a surprise and clearly communicate your priorities to the employee.
Lead by Example
Get your hands dirty! If you want your people to relate to you, you must be relatable. Engage in the physical tasks and daily routines of your team—pick up some trash, help unload a truck, stock some shelves. Show your team that you are willing to do any of the tasks you ask them to do. Believe me, the word will spread quickly among the employees, and you will gain respect and admiration.
Foster a Positive Culture
Work on culture—emphasize the importance of attitude often. In today’s organizations, much time is wasted being critical of other areas of the business. For example, Sales may complain constantly about deliveries, drivers, and the difficulty of fulfilling customer pick-ups, while the yard staff might criticize salespeople for errors in order quantity -selling too much and creating excess or selling too little and causing emergency shortages.
My rule is this: I don’t want to hear complaints about other departments until each group has its own house in order. The first place to look when you want to complain is in the mirror—what can I do better to make things work better in my own department? Only when my department is running at a high level of efficiency and effectiveness do I earn the right to critique other departments.
Encourage Continuous Improvement
Leadership is about continuous improvement, both for yourself and your team. Encourage open communication and regularly solicit feedback from your employees. This helps to identify areas for growth and demonstrates that you value their opinions. Additionally, invest some of your time training and sharing your knowledge with your team enhance their skills and advance their careers.
Avoid Micro- Managing
Good leaders give certain levels of authority to each person on their team. Once that authority is given, give the employee the freedom to do their job without having to get prior permission from you for everything they do. You should expect them to make mistakes! Didn’t you? One of the very best teachers is the personal experience of making mistakes. When they happen, and they will, try to quickly have a conversation with the person, explain what was done wrong, why, and what to do next time. They already feel bad about it, use it as a teaching moment, not a scolding.
Build Trust and Transparency
Transparency fosters trust. Share your vision, goals, and challenges with your team. Be honest about the organization’s successes and areas needing improvement. When employees feel included and informed, they are more likely to be engaged and committed to the organization’s success. Make certain that you are approachable, and your team feels that they can talk to you.
In conclusion, effective leadership is a blend of leading by example, fostering a positive culture, and maintaining open communication. By focusing on these principles, you can inspire and motivate your team to achieve their best performance.
About the Author:
Tom Ford has 40+ years lumber & building materials industry experience, in key leadership roles, helping companies of all sizes. As President of Lumber Contacts Recruiting, he understands the qualifications needed to find and place successful candidates in LBM businesses. Tom can be reached at 508-472-3404 or [email protected]