“Leaders aren’t born, they are made. And they are made just like anything else, through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal.” —Vince Lombardi
Renae Asks: I’m trying to use my time wisely, and that means being strategic in the leadership training opportunities I pursue, as well as the ones I set up for the team I manage. Which qualities would you say are most necessary for people to develop if they wish to become key leaders in their organization?
Joel Answers: Let’s start by demystifying what leadership actually means. It’s the ability to influence followers in order to meet organizational goals through change. That’s something you absolutely have the capacity to do—and you can help every one of your star employees learn to do it, too.
To many, leadership is an elusive role. Some people seem to have a natural talent for leading, while others struggle to grasp how to do it.
Great leaders are not necessarily born, however. Often there’s a lot of self-defeating behavior to overcome. Anyone with the motivation to lead can develop core leadership qualities.
Great leaders play multiple roles inside of an organization. You need to explore what these roles involve in order to analyze areas of weakness. These roles and responsibilities include:
- Decision-making roles, which involve innovating ideas, instituting change, resolving conflict, and allocating company resources such as payroll and inventory.
- Interpersonal roles, such as leading a team, representing the company to the outside world, and acting as a liaison.
- Informational roles, involving gathering information to uncover problems and opportunities, delegating tasks, and reporting to a boss or board of directors.
Poor leadership can lead a company to failure. By contrast, McKinsey & Company is an organization that demonstrates the benefits of developing leaders who stand out. Many executives trained by McKinsey go on to become leading executives at major companies, more so than for any other firm.
In a great business leadership training program, a motivational speaker will share valuable advice like these 5 key tips on developing the qualities of a great leader.
- As a leader know when to step back.
Sometimes being a great leader means knowing when to let people do their jobs. Micromanaging your staff wastes company resources and frustrates employees. A good boss empowers employees to make their own decisions and do their jobs in the way they deem best.
- Make yourself available as a leader.
Leaders can’t afford to be aloof. Showing their staff that they care is an essential component of the ability to influence. Celebrate success, praise and reward a job well done, and let them know that they matter.
- Leaders focus on the vision.
A great leader remembers the fundamentals and keeps their team tuned into the elements of success. They keep everyone focused on fulfilling the company’s core vision rather than getting off course. Leaders must “keep their eyes on the ball” and not lose sight of the bottom line.
- Great leaders nurture their people’s growth.
Ask them what matters to them; what goals they’ve set for themselves. If they have trouble with goal-setting, walk them through it. Be the coach and mentor your people have been looking for, and they’ll be eternally grateful for your support. A great motivational training will help you supercharge their growth, too!
- Leaders don’t put off things that are hard.
If you have something difficult to do, do it first. Otherwise it will consume your mental energy and rob you of your productive time. Have the tough conversation; make that difficult decision. That way, you won’t be stewing about it, and you can move on.
To make your business more competitive and achieve organizational goals, encourage people in managerial roles to develop their leadership qualities. Great leaders who find deep fulfillment in their work will allow your whole business to reach new heights of success. A training on influential leadership will help you achieve that goal.
To instill great leadership qualities in your people, hire Joel Garfinkle. He’s been helping promising employees develop into star leaders for twenty years.