What kind of leader are you for your organization? What kind of leader do you want to be? You might think that maintaining the status quo is the best way forward, but sometimes a little more effort is required if you really want to make a difference. Every company is different; depending on your industry, personnel, and long-term goals, your processes and ideal leadership style will vary.
What kind of impact are you making on the people within your organization? It doesn’t matter if you’re in charge of an entire team or heading up a single project; you can always improve your environment through your actions. But what makes a “good” leader? What qualities need to be present to lift up those around you and achieve your goals?
Navigating your workplace can seem like a minefield at times. How do you know when to push your team so they can reach that next level versus when to back off and give them a break? What’s the best way to approach each workday so it yields the results you’re looking for? One of the biggest parts of being a sound, reliable leader is your level of emotional intelligence. In this blog, we’ll talk about the specific categories all leaders have to display in the office, as well as more specific examples of emotional intelligence in the workplace.
Forget Succession Planning Assessments—You Need Progression Planning
Monday, November 11, 2019 - 06:03
Youmight have a succession plan in place, but how are you helping your employees progress through the ranks until then? CEO succession planning is a crucial area every company needs, but progression planning is just as important. Uncovering future leaders within your team and managing your own personal talent pipeline play a key role in your company’s success and go a long way toward determining the shape and structure of your future leadership team.
It can be hard to hear critical feedback, especially as it relates to your leadership skills; however, honest assessment of your behaviors and skills is one of the best ways to grow and evolve. To develop leadership skills, you first have to understand where you need to improve.
It doesn’t matter if you’re the CEO of a company or heading a mid-level project—each and every employee at your company has countless opportunities to lead. But what’s the difference between someone who is simply in a leadership role and someone who in their bones is a galvanizing, thoughtful leader (regardless of their position)? Someone who offers such a meaningful presence could certainly be in a role like that, but the role itself doesn’t inherently make you a good leader.
Who ultimately makes it to the top? Most people starting out might think it has to do with how ruthless you are (which sometimes isn’t too far from the truth), but how effective of a leader is someone like that going to be?
When employees are asked what qualities they look for in a leader, honesty and integrity are usually found at the top of any list. Sometimes, they are listed separately, but often they are linked because a leader with integrity is, by default, an honest leader.
Empathy is an important behavior in leaders. Being able to identify and understand another person’s feelings, motives and perspectives can help build trust and confidence within a team. Empathetic leaders usually have an easier time getting others on board with company goals and have the ability to diffuse tension during stressful situations—skills that are extremely useful in a corporate setting.
Amazon is known for its Leadership Principles, a set of directives that guide everything from hiring decisions and new project development to the best way to approach a problem.1 While all 14 principles can help you become a better leader, number 5 deserves extra attention: “Learn and Be Curious.”