Leadership is more about relationships than position

Spending time to interact and getting to know people sounds so simple, but leaders don't take time to do this. It is easier to stay in the office and use technology to communicate, but you don't get to know people at a personal level. People are more likely to follow those they know and trust.

You need to get to know people and everyone has a story to tell. Walk around, look at their offices, cubicles, or work spaces. Most people decorate them with items, photographs, objects that reflect what is important to them.

These items are part of their personal stories.

They are proud of what they display. Start by choosing the right messages for the right people, and you will build credibility with your people.

Identifying the power structures in your business

Whether you like it or not, if you hold a management position, the more senior you are the more your employees will value time with you and to some extent will consider time with you as recognition.

This is true when you do your management by walking around. You should consider this when changing management plans.

It is of utmost importance for you to talk to all employees and with greater attention to those who matter most. Initially it might take you a few weeks to get into the minds of your employees and motivate them to share your vision.

However, as you practise your skills, reflect and learn, you will find that you will become skilled in the art of rapidly changing culture in the direction you want.

Dealing with employees with negative attitudes

Listen to employee suggestions and advise them that you will come back to them for more details. Finish with a parting comment on the topic of your discussion. If you were ambushed on a topic, it is best you investigate the topic, as sometimes you need to have the facts with you the next time.

If your people ambush you on a topic, ask yourself, was it all of your people or just a few, is it the same people all the time? If so, develop a plan to overcome them.

Don't pander unnecessarily to a topic as you may find that you end up fuelling a topic that you could have left alone. Were you asked by people about something topical, such as the work to improve the office layout?

This type of emerging topics is important to employees; these might be a trigger to run some employee communication sessions on the changes.

Sometimes, while doing your management by walking around you will find a particularly negative employee. Why? Well, all we can say is, is it not you or your work environment that is causing this level of negativity. Some people are simply negative.

While you have to talk to them, you do not have to reward them with additional attention. Listen to these people's negative comments, smile and say, "I believe things will get better" and move on. Arguing reinforces their thinking. You will find over time that their negativity will drop, if you remain positive.

If you get into an argument with an employee during your 'management by walking around', don't do it again. It becomes a sport among employees. If an employee makes you angry, you can always ask him to fix a time to discuss the issue with you later, in a meeting room.

Did you raise your voice or yell at someone? Don't do it. Employees have no respect for managers who raise their voices, giving you less influence and making you more frustrated. Next time just smile and walk away.

Did you issue an instruction that you should have asked the team leader to issue, if so, tell the team leader and let them know that you won't do it again.

Never bypass the organisational structure. If you are persistent, you will improve your leadership skills, your people's performance and the quality of your peoples working lives and you will become known for your ability to get things done.