Leadership is more about relationships than position

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

You need to get to know people and everyone has a story they want to tell. When you walk around, look at their offices, cubicles, or work spaces. Most people decorate them with items, photos and 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.

Power structures

Whether you like it or not, if you are in 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. You should consider this in your management plan.

Essentially, it is of utmost importance for you to talk to all employees and with greater attention to the people who matter the most. First, 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 rapid culture change in the direction you want.

Negative attitude

Listen to employee suggestions and advise the employee that you will speak to them for more details, finish with a parting comment on your topic. If you were ambushed on a topic - it is best you investigate the topic, as sometimes you may 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 these people. Don't pander unnecessarily on a topic as you may find that you end fuelling a topic that you could have left alone. Were you asked by your people about something topical - such as the work to improve the office layout?

This type of emerging topic is important to employees. These might be a trigger to run some employee communication sessions on the changes. Sometimes, while doing management by walking around, you will find a particularly negative employee. Why? Well, all we can say is it not you or your work environment 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 reduce, if you remain positive.

If you got into an argument with an employee while walking around, don't do it again. It becomes a sport for employees to see who gets the biggest outburst from you. If an employee makes you angry, you can always ask the employee 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 voice, giving you less influence and making you more frustrated. Next time just smile and walk away.

Did you issue instructions that you should have asked the team leader to issue? If so, tell the team leader and let them know you won't do it again. Never bypass the organisation structure. If you are persistent, you will improve your leadership skills, your people's performance and the quality of your people's working lives and you will become known for your ability to get things done.