What makes the difference between a true leader and a boss who simply gives orders? How can you effectively guide your team while maintaining their trust and motivation?
In The Way of the Shepherd, Kevin Leman and William Pentak share wisdom about leadership through the metaphor of shepherding. Their insights reveal practical strategies for guiding teams, from leading by example to maintaining open communication and redirecting workers with care.
Keep reading to discover how to guide a team using proven strategies that transform average managers into exceptional leaders.
Guiding Your Team
Leman and Pentak argue that, just like a shepherd keeps their flock moving together, great leaders must invest their time and energy into directing their teams to get the most out of their workers. Here we’ll discuss how to guide a team, including the importance of leading by example, communicating regularly with your team, and keeping your workers on track without losing their trust.
#1: Lead by Example
Recall that Leman and Pentak advised leaders to set an example when it comes to demonstrating company values. Leading by example also applies to all other areas of management. For instance, you might demonstrate the correct methods of performing tasks to workers who are learning them for the first time, or you might be the first to adopt new standards and protocols. Leman and Pentak stress the importance of leading employees rather than merely giving orders, just like a shepherd who walks out in front of their flock.
(Shortform note: In The 21 Irrefutable Laws of Leadership, John C. Maxwell highlights that your workers will naturally copy your behaviors—good or bad. According to this perspective, you don’t get to choose between leading by example and leading by some other method; you only get to choose what kind of example you set. So your bad habits could become your employees’ bad habits unless you adjust your behavior.)
#2: Communicate Regularly With Your Team
Leman and Pentak argue that great leaders direct their employees through regular communication. They highlight two important kinds of messages that effective leaders must regularly convey.
Reinforce Your Team’s Values and Goals
Leman and Pentak emphasize that great leaders consistently and clearly articulate their team’s values and goals. Effective leadership involves more than just setting objectives; it requires the constant reinforcement and communication of the core principles and aspirations that guide the team. This not only keeps the team aligned and focused but also helps create a shared sense of purpose and a more cohesive team.
(Shortform note: Business experts offer some suggestions for effectively communicating your company’s values. First, use your values as a decision-making framework. When employees see the values in action, this emphasizes their importance. Second, frame major announcements about policy and goals in terms of these values, to help employees see the connection. Finally, reward employees who embody your company’s values. This not only reinforces their behavior but holds them up as role models for the rest of the company.)
Keep Your Team Up to Date
Leman and Pentak stress the value of keeping team members well-informed. Great leaders prioritize transparency and make a concerted effort to share relevant information such as changes in policy or decisions that may impact employees’ work. This helps team members respond more effectively to change and builds a stronger connection with the organization.
(Shortform note: According to Paul L. Marciano in Carrots and Sticks Don’t Work, the information your employees communicate with you may be just as important, if not more so, than the information you communicate with them. By understanding their perspective, you can understand how to lead them more effectively. In particular, he recommends regularly asking employees how you can help them be more successful or what they need in terms of resources, training, and information.)
#3: Redirect Your Workers When Needed
Leman and Pentak explain that directing your workers also requires getting them back on track when they wander astray of tasks and expectations—just like a shepherd redirects their flock by gently guiding them back on track with their staff. They offer two key approaches for redirecting employees.
Approach 1) Convince Your Employees Instead of Forcing Them
Leman and Pentak emphasize the importance of convincing employees instead of forcing them when they’ve taken the wrong path. By convincing employees through explanation and evidence, your employees will buy into your expectations willingly. This method not only improves morale but also tends to result in better outcomes, as employees who understand and agree with the reasoning behind their tasks are more likely to be motivated and committed to their work.
(Shortform note: Business experts offer several tips for convincing others of your perspective. First, consider your goal ahead of time. How would you like your employee’s perspective to change? Then, develop some points you might explain. Consider the reasons why you hold this view and why others should too. Also consider points of resistance: Why might someone disagree with you? Finally, choose an ideal time and place to talk. Give yourself plenty of time for the conversation, and try to approach your employee when they’re in a good mood.)
Approach 2) Treat Correction as a Chance for Instruction
Finally, Leman and Pentak advocate for a constructive approach to correction. They suggest that leaders view moments of correction as opportunities for instruction rather than punishment. This perspective shifts the focus from blame and negative consequences to growth and improvement. By framing corrections as learning experiences, leaders can help employees develop new skills, gain insights, and enhance their performance without feeling demoralized.
(Shortform note: Research supports Leman and Pentak’s call to avoid a hostile or punitive approach to discipline. While some studies have found a positive correlation between punishment and worker discipline, other studies find that aggressive punishment can lower employees’ feelings of inclusion in a company. This, in turn, decreases motivation to go the extra mile, and it increases the likelihood that the employee will quit.)