If you Google “effective leadership skills,” “developing leadership skills,” “characteristics of a good leader” or anything in that ballpark, you’ll notice a pattern: Almost every article, website or business leadership skills “solution” is geared toward trying harder and investing in developing weaknesses. Or trying to adopt certain leadership qualities that simply don’t come naturally.
This isn’t the right way. It doesn’t produce long-lasting results.
Great leaders actually start somewhere else: They start with an awareness, of both themselves (through strengths) and their job (their role and expectations). They should begin with a goal in mind, communicate the desired outcomes, and then identify where they’ve had success in the past — and then consider how they’ll use those successes to help them now.
Self-awareness is key to using your strengths. It’s hard to use something you’re not aware that you have.
What all leaders need is a fresh look at the leadership behaviors that actually contribute to performance, development, and success.
After you gain an awareness of yourself through your strengths, you need to learn how to apply those strengths to the expectations of your role. Here’s a framework for approaching your role with these expectations:
- Build relationships.
- Develop people.
- Lead change.
- Inspire others.
- Think critically.
- Communicate clearly.
- Create accountability.
Being able to do these seven things well can be the biggest difference between being an average leader and an exceptional leader.
- Build relationships. The concept of “leadership” cannot exist apart from a group of people who need to be led. Simply put, leaders can’t lead unless someone follows, which means that building strong relationships is key. People need to connect with each other, share trust, and have relationships to thrive. It is important to recognize the value of people, seek to know them for who they are, and build lasting connections.
- Develop people. Do the people you’re leading, coaching, teaching, etc., feel like they’re growing? Most people know that if they’re not growing, they’re not getting closer to success. Then, it’s only a matter of time before they leave — your organization, your fitness class, your night class — for someone who gets them closer to their goals. Every day, those people have a chance to either get a little bit better at what they do or not. Development can, and should, be constant.
- Lead change. The keyword being “lead.” Much is expected of you as a leader to keep moving forward, ensuring that the purpose, mission, and vision remain the same. It’s OK (and good) for you to charge your followers with some responsibility for change — coming up with good ideas, better ways of doing things or smarter processes — because it will help them take ownership for helping with the right kind of change. Every individual is able to see an opportunity and take initiative, set a goal, and create a plan to get there, but it’s your job to set an example for that.
- Inspire others. Is this trait too “soft” to count as an expectation that’s critical to success? Definitely not. Leaders should provide inspiration so that others can find greater meaning in a vision or purpose. Without meaning, and without connecting inspiration to the individuals who follow you, you’ll find that those who follow will have a difficult time committing themselves to the greater purpose — whether that’s in your organization, classroom, small group or otherwise. This expectation helps people see that every little thing they do matters.
- Think critically. Aimless decision-making and feeble thinking have no place in leadership. Or, at least, they shouldn’t be the type of thinking that influences final decisions. Evaluating plans, understanding risk, organizing thoughts and creating action steps requires leaders to bring their whole selves and think critically. Success requires establishing an aim and devising a comprehensive, multifaceted approach to achieving it.
- Communicate clearly. Learn the best way you communicate, and then learn how others like you to communicate with them. Share information and ideas that matter — because effective communication means you’ll need to convey compelling information that leads to more informed actions and decision-making. Don’t think of communication just as telling your followers things, but think of it as sharing information, asking questions, listening and brainstorming. These are all important forms of clear communication in leadership.
- Create accountability. Every person is accountable for something. But this is especially true for leaders. Responsibility is expected of you, just as much as it is of those who follow you. You expect the students at your fitness class to bring the right equipment, you expect that your employees are held accountable for their deadlines, and so on. A culture of accountability starts with you. In practice, this may look like openly committing to initiatives, plans or ideas so that everyone knows what you’re responsible for. It may also look like you apologizing to those you lead when you drop the ball in a significant way. Accountability creates a better environment for your followers and allows them opportunities to become more efficient and creative through their own responsibilities.
Remember that leadership development is an ongoing process, and each individual’s journey is unique. Regular self-reflection, seeking feedback, and a commitment to growth are essential elements in becoming an effective and inspiring leader.
