Consistency in leadership conjures up images of rules, repetition, and routine. Sounds pretty boring, right? But hold that thought. Consistent leaders may not be flashy or spontaneous, but they do bring a lot of benefits to the workplace, including compassion and opportunity.
Yes, consistency can be a real strategic gift. It helps you weigh your options, look for balance and demand accountability. So, if you’re looking to expand your leadership skills, consider this much under-rated quality.
The Definition of Consistent Leadership
A popular view of consistent leaders is that they inspire trust and confidence. Their team members don’t have to worry which version of their boss is going to show up each day. They know that, once a decision is made, it’s unlikely to be reversed, and they know how to work and behave to achieve positive results. Since there’s no guesswork involved, they can relax and focus on the job at hand.
Here’s another definition of consistent leadership: Acting in the same way over time, especially to be fair or accurate. Consistent leaders don’t approve of fickleness or favoritism. Consequently, they are usually unflappable. They enjoy producing a stable work environment and setting clear expectations. To them, predictability promotes efficiency and effectiveness.
Are You a Consistent Leader?
Gallup, which designed the CliftonStrengths Assessment, has its own definition of what it is to be a consistent leader. They have identified “Consistency” as one of 34 natural talents or strengths. They say it describes people who are keenly aware of the need to treat people the same, no matter what their background is.
Consistent leaders believe that people work best in a consistent and predictable environment, where the rules are clear and applied to everyone equally. In their opinion, this gives everyone an even chance to show his or her worth. Giving someone an unfair advantage because of their connection or status is a big no-no in their book.
If Consistency is one of your top talents, you crave stable routines and clear rules and procedures that everyone can follow. Basically, you enjoy uniformity, efficiency, balance and fairness. “Champion the underdog” is your maxim.
The Fairness of Consistency in the Workplace
At this stage, you could be thinking “Hang on a minute. Aren’t leaders meant to be levelling the playing field by treating people differently according to their needs and backgrounds these days? This doesn’t sound very fair or consistent to me.”
Great point. It’s true that there is considerable focus on equity in the workplace, so let me clarify. Being aware that different life circumstances do not offer equal chances for success is a good thing, especially as a leader. It helps you adapt your approach to training, empowering and promoting individuals within your team. Giving everyone the same starting point can only be described as fair.
However, don’t confuse “treating people differently” with “treating people inconsistently.” The former is about helping all employees based on their individual needs and aspirations. In other words, giving everyone the support they need, even if that support comes in different forms. The latter is about not giving the same opportunities to everyone and not holding everyone to the same standards. That can quickly lead to unfair practices in the workplace.
Practical examples of treating people differently but consistently are:
- giving everyone access to a range of external training (depending on their own needs)
- offering a performance bonus to all (ensuring criteria are transparent and well-defined)
A word of warning here. You don’t want to find yourself drifting towards differential treatment, which can be illegal and is always toxic. Familiarize yourself with the topic if you’re unsure of the dividing line.
6 Steps to Becoming a More Consistent Leader
Now that we’ve established that you can be a fair boss by treating everyone the same (though sometimes in different ways), let’s turn our attention to how you can develop a more consistent style of leadership.
- Divide your time equally
Try to spend a similar amount of time with each member of your team. You can do this in a formal or informal setting, but holding a one-on-one meeting on a regular basis gives employees a chance to share their thoughts, ideas and challenges. Everyone will feel valued, you’ll build trust in your team, and no one will feel left out. - Give credit where credit is due
Provide fair and balanced recognition, and not just privately. Do it publicly, too. Be aware of your own biases though. (Yes, we all have them.) It can be easy to overlook or undervalue someone’s work if, for example, you don’t understand the intricacies of their work or dislike their personality. Give everyone an equal opportunity to shine. - Develop a routine
Consistent leaders love a routine. There are two clear advantages to this approach: you’re more likely to complete your tasks and your colleagues will see you as dependable. However, don’t become too rigid with your schedule. Change can be good, and it can always be done in a safe and fair manner. - Embrace SOPs
Okay, standard operating procedures don’t guarantee excellent performance or impressive results. But they do support people in doing their job. That’s because they give a template of how to do a task efficiently and consistently. This reduces the risk of error and provides a basis for training. Giving your team SOPs is giving them the tools to do a better job. - Follow the rules
For those with an innate sense of justice, rules are wonderful tools—if they create a fair advantage for all and they’re understood by all. But if you don’t abide by the standards you’ve set for your team, you’re going to be a source of resentment. Make sure your rules serve the needs of everyone in your team, and that everyone follows them, including you. - Avoid flip-flopping
Leaders who constantly make U-turns can unsettle and demotivate a team. People generally function best in a consistent environment, so don’t put your employees in a position of having to see which way the wind blows before taking action or voicing an opinion. Employ a simple decision-making process and ensure your decisions align with your organization’s goals. Then communicate your decisions.
Conclusion
It’s not always easy being consistent at work, especially when you’re new to leadership or you have an extremely diverse team. However, by carving out a stable routine, establishing clear rules and procedures, and treating all people the same way, you can strengthen this particular leadership skill. And your team will thank you for it.
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