The popular TV series ‘Game of Thrones’ certainly keeps the audience on their toes with the right mix of power dynamics as well as the political schemes that are more regular in natural.
Every character of this television series are available with a different approach to the quality of leadership, leading the characters to various levels of success.
Although today’s workforce is not as set in the mythical land of Westeros as was during medieval times, but still there are lessons that can be learnt from the major successes and also from the failures of these characters.
Some of the different leadership styles that have been observed in this iconic show, can be implemented at a real life working scenario to create a far better environment at work, entailing a higher level of employee engagement:
The surreptitiously self-serving leader
The manipulative Cersei Lannister isn’t someone who can be considered in the place of a leadership position by major popular vote. She also knows quite well how to get the things done accordingly, but her approach is a little shady, moreover that of a secret worker with others being behind the scenes.
This approach isn’t much far from one some leaders take today. Today only fewer employees believe that their managers are more polite and up-front with them, in accordance with the APA’s 2014 Work and Well-Being Survey, which surveyed 1,562 full-time employed U.S. adults between the months of January and February.
Unlike Cersei, the leaders need to build the finest culture of trust through open communication without keeping even amiable secrets from employees.
Employees can tell when the managers aren’t honest and, in fact, 32 percent of employees in APA’s study reported their employer is not always honest and truthful with them, and 24 percent of them don’t trust their employer.
The naive leader with the desirable best intentions
Daenerys Targaryen wants to turn her every decision more correct that could be acceptable to the people around her, but her youth and naivety leave her susceptible to being misled by others.
Eventually, she makes up for what she lacks in wisdom by substituting her people first, as a good leader do all the time. The employee’s perception of his or her leader’s involvement in his growth, development, health and safety was particularly observed in APA’s study.
The finest efforts made by the leaders in these significant areas are accounted for about 27 % of the variance in predicting work engagement.
Although as a leader it is very important to be committed to the growth, development and also for the well-being of the employees. Even leaders who aren’t the most seasoned gain advantage by putting employees first.
The leader who’s not so great with people
Stannis Baratheon is a determined leader, but he’s not exactly a people’s person and he can come off a little rough as well as cold hearted.
His truly high expectations convert him to a little critical as he values success, like most of the leaders do. And, of course, leaders always want their employees perform their best, but the wrong response or the wrong feedback can disengage employees quickly.
The positive feedback is the prime key to reinforce prominent behaviors and performances leaders want to see repeated, in accordance to the 94 percent of the population in SHRM’s 2013 Employee Recognition Programs Survey.
Only minor population among them is believed to be having negative feedback that can improve employee performance. Instead of constantly correcting the employees, give positive feedback to lend the utmost support and thereby encourage continued good practices.
If a correction needs to be done, then address it along with what employees are doing well so that they can substitute negative actions with more positive ones.
The young leader who inspires engagement among the employees
Although he is quite inexperienced, Jon Snow knows how to inspire others by his action. He leads by example, which also inspires others to join him in his admirable ventures, no matter how impractical they may be. His bold moves captured his followers’ attention, and there’s no doubt in their alertness and engaged in what’s to be done next.
With nearly a quarter of working Americans in APA’s study reporting very low levels of engagement, it seems leaders could learn from Jon’s style. Similar to him a good leader doesn’t order people around but jumps right into the front stature in a specific line.
Leaders should take the utmost initiative in performing the duties that they can expect employees to do and thereby the employees consider leaders are rolling up their sleeves and bravely accept the difficult tasks and accordingly perform their best.