MIND POWER FORUM

If asked you to name someone you thought was a great leader, who would you pick? John Wooden? Abraham Lincoln? Your grandmother? You have reasons for your selection. What are they? What makes that person a great leader? Too often we know a great leader when we see one, but less often are we able to pinpoint what makes it so. It’s worth taking the time to define the qualities of the person you selected as a great leader, and determine how you can incorporate those qualities into your own leadership. Every one of us is different, so we will be different leaders, but there are core essentials that need to be well-developed to create a great leader. I believe there are 6 essential areas to being a great leader:
1) Know your own leadership style. Are you a take-charge person who can get things done regardless of barriers? A planner who is skilled with the details of a large project? Spontaneous and creative, but struggle with deadlines and timetables? Do you prefer a low-key, slow-paced environment? Who we are naturally will determine how we will lead others. By default, we will lead others the way we prefer to be led. If we are spontaneous and not a planner, we will do things spur of the moment; some people cannot thrive in that environment. If we are a take-charge person and fast-paced, we’ll find some people need more processing time than we will give. So we must know what our own leadership style is and how to adjust it to create a culture where all can thrive.
2)Understand whether you’re a manager or a leader. What’s the difference? An analogy from Stephen Covey asks you to imagine there is a large group of people on the ground, and a ladder leaning against a tall building. Everyone must climb the ladder to get to the top of the building. The MANAGER makes sure the ladder is secured, rungs are in good repair, people ascend safely, etc. The LEADER makes sure the ladder is leaning against the right building - so the group ends up where they need to be. The LEADER determines what the goal is - why the people need to be at the top of the building. Do you sometimes have to work in both roles? Probably, but it’s important we stay focused on our primary role.

3)Promote Succession Planning. What is succession planning? Until recently, it has been defined as identifying and planning for the next CEO. But today, succession planning has a whole new meaning as we anticipate a mass exodus of leadership - as the Baby Boomers are retiring, it is estimated that by 2018, 60% of current leadership will be gone. So even if you’re a new leader, you need to already begin to develop new leadership right alongside you. It’s a great time in history for new leaders, because promotional possibilities are much greater than ever before. You may not stay in your leadership role very long, and you need to be intentional about preparing someone to step in.

4)Understand that “It’s All About Relationships.” This is so fundamental, and yet one area that leaders neglect the most. There are 3 reasons why everything in the marketplace really is all about relationships:
People leave managers, not organizations. Staff retention, morale, productivity, and effectiveness are tied more to the relationship they have with their direct supervisor than on any other factor.
People buy from and work for people they trust. You can’t build a high level of trust without focusing on building positive relationships at all levels.
People work at peak for those who help them rise to their potential. ”People don’t care how much you know until they know how much you care.” If you provide the support needed for a person rise to his or her potential, you have discovered the greatest key to that person performing at their peak abilities.

5)Promote Effective Communication. An organization knows when they do not have effective communication, but often doesn’t know how to create it. Traditional communication methods are important, and should be used effectively. But there are particular events that are typically neglected that should be a strong focus for strong, positive communication, including:
Performance evaluations. New leaders, especially, are often not equipped with skills to conduct effective performance evaluations. The leader must feel confident during the evaluation process and have a tool that is effective.
Staff discipline. Sometimes staff discipline is necessary, but often can be avoided with good mentoring and communication concerning regarding the job description, expectations, and frequent feedback.
Multiple generations in the workforce. For the first time in history, we have four different generations in our workforce, which creates exciting possibilities, as well as unique challenges. You’re probably heard “the younger generation has no work ethic,” or “senior management needs to come into the 21st century.” These are common comments, and the leader must understand the generations, their characteristics, strengths and weaknesses, unique needs, and how all four can be utilized to the greatest effectiveness of the organization.
6)Develop an Effective Professional Image. How others perceive you is how you are in their mind; their perception is their reality. If they perceive you as trustworthy, to them you are. And if they perceive that you are not, you are not. The critical link here is that your professional effectiveness with that person is directly linked to their perception. You already have an image, whether you know what it is or not, and it speaks louder than your words. As you assess the other 5 areas for yourself, this sixth area becomes a natural conclusion and easier to understand. Take your leadership style, for example, and determine your strengths and weaknesses - what about your style contributes positively to your professional image? What does not? What would you like to change? Think about your skills as a communicator, and determine what areas you’d like to strengthen there, which has a direct correlation to your professional image.