You might think that it’s not possible to be strong and kind while running a business. Most people believe this to be the case. And, in general, when you think of a boss, an employer or a supervisor, you think of someone authoritative as opposed to someone kind and genial.
But why do we perceive these two things as being opposed to each other? Why can’t someone be authoritative and assertive but still be kind and likable at the same time?
Being Authoritative vs. Being Likable
You may have been raised to believe that if you want people to like you, you can’t be too aggressive or too demanding. To a certain extent, this is true. No one likes to be around someone who is constantly on their case.
If this is the kind of boss you are, then it’s quite likely that your employees think of you only as a boss and not as a friend. It’s not good to be this type of employer or even this type of person because, sooner or later, you’ll end up alienating your employees.
However, it’s not good to lean too much towards the other side either. You can’t be kind and genial to such a point that you become a people pleaser. You have to be able to assert yourself to your employees and even to the people in your life.
So it’s important to be both, strong and kind, while running a business.
The Importance of Feedback as an Employer
How do you know whether you’ve achieved this delicate balance between being authoritative and being likable? One good way to find out is to ask someone. Often, we don’t ask people for feedback because we’re afraid of what they might say.
What if you ask an employee their opinion of you as a boss and you get a negative result? What if they say something that you don’t like, which forces you to see yourself in a different light? You may realize that there’s something in your behavior as an employer which needs to be changed right away. And when you first hear this, it might be difficult to take.
Introspection and Asking for Feedback
The best thing to do is to sit down and do some introspection. Everyone has some idea of what they’re doing wrong. This is the reason why you’re thinking about the issue in the first place.
Once you have some idea of what’s wrong with your leadership style, consult a trusted associate or employee. Hopefully this is someone who will know how to tell you the truth without pushing your buttons.
And once you know exactly what the issue is, you can rationally come up with a solution.
