Every leader will experience stress. It may come due to an expansion, the yearly push to hit deadlines or even simple arrogance. Arrogance in leadership is often viewed as the stuffy boss that hides away in his corner office and regularly forgets his employees’ names. However, that caricature of an arrogant leader misses the subtle ways you may be upping the stress level in your business.

Find balance with time off and good habits

Are you bragging that the last trip you took was in 2011 and only because your daughter was getting married? Do you expect your employees to take their laptop along on holiday because you do?

Being always-on is toxic. Time off allows for new insights and a fresh approach to old problems. One way to use transformational leadership is to show employees how your holiday time allows you to advance your career. Empower them to take guilt-free holidays and watch what happens.

If you are truly unable to take time off, you can be a good example in other ways – eat right, exercise, sleep, and have at least one hobby that isn’t work-related. Show balance in your life and be an example.

Have goals and deadlines for meeting them

Lack of communication with your team can cause prioritisation mistakes and leave your employees feeling directionless. Never let arrogance make you assume your employees simply know what to prioritise. It will lead to missed goals, frustration and increased stress. Setting deadlines and having regular catch-ups keeps everyone on target.

Ask yourself, which would you prefer?

Read-my-mind leadership: Project A is important and needs to be focused on by all teams.

Clear goal leadership: Project A needs to be completed by June 15th. Weekly status reports are due on Mondays by 3 pm.

Be approachable

Being approachable doesn’t mean having a laissez-faire leadership style. Any leader can incorporate communication into their workplace. Employees deserve a simple, direct way of bringing their questions, concerns, or even praise to light. The company’s growth is obtained through people and their work. Relying on filtered reports may be easier on the ego, but they’re not best for the bottom line. It can be challenging at first to accept direct feedback. It can be hard for employees to offer it without fear of retaliation. Eventually, you’ll wonder how you ever managed without it. These discussions are the perfect opportunity to use team leadership to share your vision for the company and how everyone plays a part.

If you want to find out more about how leadership style impacts the working environment and your results, speak to us at Anthony Gregg Partnership or visit our blog for more insights.