you're reading...
hr, Uncategorized

Diligence as a Leader

Business Leadership

The Merriam-Webster Dictionary defines the word diligent is defined as “characterized by steady, earnest, and energetic effort.” This is the type of worker every company, manager or supervisor wants to hire. There are countless resources devoted to discussing how to get the best out of workers, motivation and diligence of employees, the term employees usually referring to line staff. Often times it is forgotten that the business owners, managers and supervisors are also employees. If the leaders of the organization are not setting the correct example when it comes to diligence in the workplace the line employees may follow the example that is being set. With this in mind what does your organization have in place to assess diligence of your leaders? Below are some key areas to keep an eye on when assessing leaders;

  1. Company Vision & Mission: Do your leaders have a full and in depth understanding of the company? If so, do they promote the goals, ideas and values of the organization throughout the organization? If not, what is the plan to ensure the leaders obtain this information?
  2. Communication: Are leaders effectively communicating with staff through all levels of the organization? Is communication open and encouraged? If you have an open door policy, do your leaders actually have an open door? Do employees know their feedback is important and encouraged? Are your leaders trusted?
  3. Delegation: Are you and/or your leaders delegating tasks? Delegation is important in building trust with subordinates and to give them the opportunity to build their skills. Lack of delegation can result in the leader being overwhelmed and staff may feel their leader has no trust or faith in their abilities. Delegation leads to empowerment of staff which leads to increased morale and productivity.
  4. Knowledge, Skills & Abilities: Do the leaders in your organization truly understand your organization, your market, etc.? If not, what are they doing to develop this knowledge? If so, are the leaders continuing with the development of their knowledge? Are they staying up to date with regulations, developments in the industry and the internal workings of your organization? Are they consistently developing their skills and abilities?

Even leaders have regularly recurring tasks that need to be completed and it is important to make sure they stay on track with those items as well. The completion of these “regular” tasks often impact line staff, such as performance reviews being completed on time, and also sets an example for line staff when it comes to deadlines. It requires a diligent person with organizational pride to lead by example.


About MMChr

MMC is the leading company of comprehensive Human Resources Outsourcing & HR Consulting services, offering support in aspects of HR compliance, administration and risk mitigation


No comments yet.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

Recent Twitter Activity

%d bloggers like this: