Tough bosses — leaders who both get things done and care for their teams — are absolutely essential for an organisation’s long-term success, says author and employment law attorney, Teresa A. Daniel.
Daniel believes tough and results-oriented leaders should be celebrated as “the best leaders of all” because their communication styles create positive cultures in which employees feel valued and respected. These workplace environments foster higher levels of employee productivity, engagement and retention, and ultimately lead to improved profitability and long-term organisational success. People who work for tough bosses consistently characterise them as “tough but fair” – and generally feel a great deal of loyalty and respect for them.
How can HR leaders spot a “tough but fair” leader?
The traits which characterise this type of leader, according to Daniel, are: professional, self-controlled, highly self-aware, emotionally mature and results-oriented.
She goes on to say that because tough leaders are so passionate about getting results, they are sometimes perceived as “maniacal” in their efforts to meet their goals.
As a result: “They are by no means ‘soft’ or easy to work for,” says Daniel. “But they make sure to show they really care about their team by taking time to mentor and coach, getting to know them on a personal level, maintaining frequent two-way communications, recognising and celebrating performance, taking personal responsibility for mistakes in their department and acting quickly to resolve interpersonal conflicts or address other concerns.
What are the challenges of working for a tough boss?
Lest the picture seem too rosy, though, the challenge of working for a tough boss should not be minimised.
Daniel says that their demanding (and sometimes perfectionistic) expectations can create a fair amount of tension and stress for those who work for them. The difference, though, is that employees understand that their drive for results is not personal or mean-spirited. They know with certainty that it is meant to benefit both them and the organisation.
It is important to note that tough bosses place a heavy emphasis on employee development and spend a great deal of time mentoring and coaching their subordinates. This focus, coupled with their adherence to high standards, helps to ensure that their organisations are continuously building a pipeline of strong, well-trained future leaders. Ultimately, this may be their greatest legacy to the long-term success and sustainability of their organisations.
Find out how to manage humanely for sustainable success in Teresa A. Daniel’s book, Toxic Leaders and Tough Bosses – Organizational Guardrails to Keep High Performers on Track.