Loyalty is defined as a strong feeling of support or allegiance to someone or something; dependable, reliable, trustworthy, and committed
Good Managers leading with loyalty are as committed to their staff, as they are to the company, at large. They are willing to contribute their knowledge and expertise to ensure that their staff’s professional goals are attainable, and provide them with the necessary support, along the way. Loyal Managers will also support their staff’s effort to perform well and provide opportunities to expand their knowledge of the business so that they can grow.
A manager who is loyal, will show appreciation for their staff by acknowledging their work and accomplishments, both publicly and privately. They would support their staff when they succeed, and even if they fail. They would never throw their staff under the bus or put the blame on them when things go wrong just to save face. Instead they would accept the ultimate responsibility when things go wrong. And will work with the staff to create solutions that will prevent the mistake/s from recurring.
Also loyal managers are committed to their staff’s reputation and progress just as much as they are committed to their own reputation, and to their superiors and the organization’s goals. Their staff could trust and rely on them to have their back and to cover and to support them. The staff can also trust them to the point of being vulnerable to seek their advice and accept constructive criticism as it relates to their performance. Additionally, loyal managers would consistently encourage their staff to present new ideas and won’t take the credit if the ideas are successful; and they are not intimidated by their staff’s achievements but instead they will acknowledge them.
Managers that are committed to their staff can be comfortable being transparent. Transparency is essential to motivating and sustaining a thriving staff that is loyal. Managers that are upfront with their staff and are honest even in difficult situations will more easily gain their trust and loyalty. Staff that are kept in the loop regarding the health and progress of the organization and the role they play in its success may more likely than not do their best to remain loyal and stay the course even in adverse times.
Glenn Llopis stated in Forbes Magazine when leaders can be transparent – problems are solved faster; teams are built easier; relationships grow authentically; people begin to promote trust in their leaders and high-level performance emerges.
Finally, it is imperative that managers be role models of what loyalty and integrity looks and behaves like if they want to cultivate employees who are highly productive, work cohesively and are loyal.
My Thoughts - Think about it.
Yvonne Ponce, Professional Leadership and Career Consultant
"Determined to Improve your Professional Life"
Stay tuned for more of The Making of a Good Manager
See previous post: The Making of a Good Manager Part I (Integrity)