Art of winning heart of your employees- Successful

Leadership
Sanjay Srivastava
If you want to be successful as an entrepreneur and as leader of the organization, you need to win
heart of people around you than counting your profits

If you treat your employees as king, they will treat you the same way you as King Maker. Successful
leadership has the mirror image effect. The way you see your people, they see with the same
reflection. Organization success is determined with a heart centred approach. Leaders are valuing
their employees over their profits. CEOs and HR professionals are working together to make the
organization employees centric than the profit by all means. Company’s environmental health and
social values are kept at centre stage for the organizational performance. International work ethics
are more on employees’ centric than the stock market Index.

Business world has already moved with the “people first” approach. You can’t lead your people with
a manipulative mind but with an open heart. As a leader your heart should connect with emotions
and place their needs at the top. You need to value their contributions and thoughts, respect their
creativity and contribution and honour their pride being a valuable member of the organization. the
best organization value the wisdom of employees for thriving the business.

How a leader should practice the art of winning hearts?

Heart wins only when heart is placed over mind. Relationships and respect never get success with
merely applying your mind. You as a leader should develop the art of winning respect than buying.
There are some principles to be practiced.

        Listen to your employees first to motivate them to share their opinions and experience.
Understanding their version of expression should be kept at centre. Employees feel secure
and happy if they know the leader has responsiveness towards their belief.
        Ask questions as a coach and mentor to solve their problem with their own solutions
instead of giving your verdict of solutions.
        Be truthful and candid to offer your support than demanding a solution unheard.
        Allow them to find the solution and motivate them to take calculative risk but hold
yourself accountable if the outcome is negative. As a leader you cannot hold your employees
responsible for the acts which are mutually discussed.
        Allow them to find the cause of failure and celebrate the success together. share the
happiness of milestone achieved than setting up next milestone without celebration
        Entrust people to make right decisions to increase confidence and mutual admiration.
        Decentralize the power of decision making, thrust for empowerment for fostering the
confidence.
        Be humble when the mistake occurs, allow them to develop their skills and achieve
performance.
        Do not shy away by appreciating publicly on achievements and saying “Thank You”.

As a leader create a positive mood to win people’s support

Performance of employees more depends on the mood and emotions of employees in the
organization. a leader who shares the failures more and points out the fall outs often create
negativity in the organization and thus it changes the mood of people. If people are working well and
giving their hundred percent, means the leader is positive and has won over the hearts of his people.
Winning hearts is a human tendency and it becomes natural if you as the leader behaves naturally by
removing the tag of a “Leader” but behaves like a leader without letting the team know your tag.

Team need heartfelt appreciation than favours

Favours are subjective to offer whereas appreciation and rewards are heartfelt. Giving favours are
often taken as obligation and are received with heavy heart but appreciation creates a value in
recognition. Favours are often given when demanded but rewards are given as an appreciation as
return to the contribution made by the team. When appreciations are bestowed without raising a
demand and surprises the recipient, it creates an element of winning hearts.

Calling them on dinner, giving them an appreciation letter or extending an increment as a reward
will not do much if you stand by the recipient and say “Thank You” for the contribution you made. In
a public meeting and addressing a conference if you announce the name of the best performer, it
creates another level of heartfelt appreciation. If you say, this wouldn’t have been possible without
his contribution, it elevates the spirit of working further hard. If someone could not perform and you
say this was all because I couldn’t guide him to overcome the hurdles. Taking blames on your own
shoulder increases the spirit in the team.