Your Overall Leadership Success Comes Down to 2 Simple Strategies
These strategies should be top of mind as you plan ahead for 2025.
In 2001, Anne Mulcahy suddenly found herself in charge at Xerox as its CEO right when the company was going through a major financial crisis. In previous interviews, she mentioned that one of the first things she did was pick up the phone and call Warren Buffett for advice.
Buffett, the CEO of Berkshire Hathaway, told Mulcahy: “Focus on your customers, and lead your people like their lives depend on your success.”
A Two-Part Strategy
Buffett’s advice was exactly what helped Xerox pull through. The first part of this two-part strategy—focusing on customers—was key. Mulcahy often quotes Xerox founder Joe Wilson, who said, “Customers decide whether we have jobs or not. Their attitude is what makes or breaks us.”
But the second part of Buffett’s advice often doesn’t get enough attention. Regarding good leadership, taking care of your employees first is the best way to win over your customers. Happy employees lead to happy customers.
Today, you could argue that the success of your employees does, in a way, depend on how successful their leaders are. So, the real question is: How can leaders support their teams in the way Buffett suggests?
As we look to 2025, there are a couple of key moves leaders should consider to help their businesses to grow:
1. Build Up Your People-Leader Pipeline
Gone are the days of micromanagement. In today’s people-centered workplaces, managers must step up and focus on their people. Instead of waiting for signs of burnout or disengagement, they should regularly check in with their team and understand what they’re experiencing. My advice for all front-line managers? Communicate more frequently through one-on-one meetings. But don’t just randomly meet; managers must know how to effectively structure their one-on-ones to help people map out their career goals, guide them through challenges, and celebrate their wins as they go.
2. Focus on Career Paths for Employees
According to a previous report by Doodle, 41 percent of employees said their career development had stalled during the pandemic, and 9 percent said their careers had regressed.
The Doodle study also highlights a major gap between what employees need to grow and what companies are actually offering. About 32 percent of employees want clear role expectations, and 15 percent want more support with career development. That’s almost half of employees looking for more guidance from their managers.
Employees know career growth takes teamwork, and managers can play a huge role in making it happen. Having honest, one-on-one conversations about career paths is crucial, but these chats only happen when there’s a genuine relationship in place.
Career growth can do wonders for an employee’s confidence and self-esteem, so making it part of your strategy for 2025 can be a game-changer.
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