Comments on: 10 Tips on How to be Taken Seriously as a Leader

By: Kyle Ryman

Kyle Ryman — Fri, 17 Jul 2009 13:15:08 +0000

Good information here. However, I have two minor issues.

First, I agree with RyanFreed. People are very observant and fear uncertainty. If a leader clams up and refuses to discuss organizational woes then all kinds of damaging rumors will get started. The best way for a leader to handle something like this would be to be to brief the employees about the existance of the problem, how the problem was caused, and what course of action the team is going to pursue to rectify the problem. This will ensure that confidence in the organization and leader stays high, and is not eroded by fear due to uncertainty.

Secondly, some of these rules could be combined. For instance, rules 3-6 could be combined into a single rule entitled, “Don’t mix work with personal.”

With these things in mind, this is still a very good post and I realize that you are summarizing what others wrote in a book. Thanks for bringing this book to light!

-Kyle

By: Bradley Will

Bradley Will — Wed, 24 Jun 2009 18:50:31 +0000

Absolute punctuality is my favorite one. Be on time every time. As it is told in Scarface “I’ll I have in this world is my WORD and my B*LLS and I don’t break them from nobody.”

If you show up to a meeting late, you don’t look “fashionable,” you look like you don’t care about yourself OR the other person you are meeting with. Keep a day planner with you at all times. Also make a to-do list on a notepad everyday and carry that paper with you.

“Lombardi time” is the principle that one should arrive 10-15 minutes early, or else be considered late.

Thanks for this post…just shared it on Twitter.

Bradley Will

By: Dustin Huibregtse

Dustin Huibregtse — Mon, 22 Jun 2009 18:20:49 +0000

My favorite one on this list is definitely “If something goes wrong with a client or customer, you have to take the blame.” This one is a huge credibility builder and allows your employees or people under you to see you as a great leader. There have been many times when I, among the other individuals that should be at the forefront taking the heavy hits, had to go and give the bad news, take the disappointment and keep going. Afterwards, there are leaders that I looked up to that I simply didn’t anymore…but yet there are people that found more respect for me. I like that you also added to “train her more, monitor, or let her go”. The only way to fix the problem is to monitor the problem right?

Great post!

By: RyanFreed

RyanFreed — Mon, 22 Jun 2009 14:19:15 +0000

Some Very good points here including lead by example, getting your hands dirty, only guiding employees (give them some room to do it the way they want to because they will be more productive), and take the blame.

One disagreement I have is with, dont share problems with employees. I agree you shouldn’t leave your books open to be publicly viewed, you need privacy. However if you set a company culture where people can develop friendships and learn to trust eachother then the employees will have more faith in you as a manager and be more productive.

Also, one thing I learned from my favorite leader, Howard Schultz is to always be honest. If their is a problem in the company analyze it first and try to create a solution. Then let your company know about it and ensure them that you are positive for the future and can work out of it through the solution you have developed. If some employees decide to leave as you stated, then those are the ones you don’t want in your company anyway. You want people that are passionate about what they are doing and wont leave at the first sign of trouble.