You might have worked hard to succeed and your wildest dreams have come true: you’ve made it to the C-Suite or perhaps, you’re on the way, having scored a promotion to executive management.

But making it to management brings along with it an entirely new set of challenges – such as how to be a good and effective leader that brings out the best in their employees and subordinates by inspiring them and driving innovation in the team. Let’s take a look at how you can lead with vision.

Don’t Micromanage

If you’ve made wise hiring decisions, trust your employees to understand their work and to pull together for the betterment of the company. And it’s fairly easy to make those good hiring decisions with the assistance of the right recruitment company, such as Eagle Headhunters, which specialises in finding the perfect candidate for their clients.

Ensure your onboarding process is adequate, lasting long enough for the new hire to familiarise themselves with the way the business works and also that it encompasses any training that your candidate might need. 

Rushing your new hire into work in order to quickly recoup your training costs it the worst thing you can do, for the employee, for the company and, indeed, for your own reputation.

Once you (and the employee) are sure that they will be comfortable and are competent to do the job, allow them the freedom to work their own way, as long as targets are met, and customers are satisfied. Micromanaging is the fastest way to cause your employees to quit – leaving you facing the whole recruitment and training process all over again!

Do Have Firm Expectations

While you should absolutely allow your employees some leeway in their ways of working, you should also have absolute boundaries – firm expectations that the employees know will result in disciplinary action or a letter of reproof in their HR file.

By setting these hard red lines, even if you feel like a strict parent or school-teacher, you will be sending a positive message to your employees that proves that you care about the business, you care about their work and that you will check up on them to make sure they are doing their best.

Remember that employees seldom leave bad companies – it is bad managers who force workers into dusting off their CVs and seeking alternative employment.

Don’t Sweat the Small Stuff

By making small allowances for your employees’ personal circumstances (needing to make the school run, caring for elderly relatives, an exceptionally long and busy commute) you will be storing up goodwill which will translate into job satisfaction, met targets and business growth.

Do Hire Widely

Diversity hires have something of a bad name – it can smack of the bad old days of ‘affirmative action’ – but today, DEI policies are aimed at giving equally competent candidates equal shots at the job, rather than choosing new hires based merely on certain characteristics, whether they could do the job or not, which was never the actual intention of affirmative action.

Hiring outside your comfort zone – picking those who do not look like you, at its simplest – is a force for good in your business. Studies have shown that companies with diverse workforces tend to do better compared with their less welcoming competitors, innovate more, and respond quicker to industry changes.

The world of work is a big step up after school and university, and the world of management and the executive side of things is a similar leap. But with the right mindset, a determination to succeed and the right staff to help you along, you can inspire and drive innovation for the good of your business.