2. Self-awareness. You need to be clear on what your strengths are and what complementary strengths you need from others. This includes understanding others and learning how best to utilize their strengths. Many unsophisticated leaders think everyone should be like them; that too can cause their downfall. They surround themselves with people like them. “Group think” can blindside them and cause failure.
A good leader will show confidence in the face of challenges, and will inspire confidence in his team by reminding them that obstacles are just there to be overcome. The confident leader will keep his eye on the goal and will not allow anything deter him or her, or their team, from success.
Margaret Buj is an Interview and Career Acceleration Coach who specializes in helping professionals get any job they want at their best ever salary. If you want to learn how recruiters read resumes, why you’re not getting hired, how to sell yourself successfully in an interview and how to negotiate your best salary yet, download her You’re HIRED! free video course.
Given the prevailing business climate, and in the UK the lengthy period of instability and change the country faces as it moves towards Brexit, it is likely that the pressures will only increase. This will pose further challenges to the ability of leaders in all sectors to act “with purpose”, yet the requirement to do so has never been more pressing.
A commanding leader can make decisions quickly. They don’t need to go through any discussions to come up with a decision most of the time. This saves time and is helpful especially during a crisis. Commanding leaders are often respected and are rarely challenged by the team.
In fact, business owners can count on a certain amount of respect and followership based on their ownership and title. Longevity, too, plays a role in attracting and retaining followers. People who have followed the leader for ten years will continue to follow unless they lose trust in the leader’s direction.
Taso Du Val, CEO and founder of Toptal freelance talent network, said direct, honest feedback — even if it’s criticism — is the best way to guide your team in the right direction. You also need to know exactly where your business is headed, so you can give them the right advice.
False Beliefs: False beliefs are incorrect ideas you hold about something or about yourself. An example of a false belief could be “I can never find a job in such a country” . False beliefs act as limiters to your true potential and so to your success. Getting rid of false beliefs and knowing more about them is the most important task that you should do if you are serious about success. False beliefs can not only limit your success potential but they can even ruin your life. Some people stay broken for years after a breakup just because they have some false beliefs about love that they acquired from the media. In my book How to get over anyone in few days i explained how getting rid of false beliefs such as “the one” and “the soul mate” can help you recover in few days. This happens because the mind refuses to recover if it believed that it will never find a replacement for the person you broke up with. (Check out this article for more information on false beliefs, how they were acquired and how to get rid of them).
While lauded as an investor, Buffett also leads 300,000 employees with a values-based, hands-off style that gives managers wide leeway and incentivizes them like owners. The result is America’s fifth-most-valuable company (BRKA). His influence extends much further than that, though: The world looks to the “Oracle of Omaha” for guidance on investing, the economy, taxes, management, philanthropy, and more.
Look at what the numbers are telling you. Did you ever have an idea about something but were afraid that the numbers (i.e. metrics) wouldn’t back it up? That fear is normal, but it’s a good idea to let the numbers give you guidance. Better to be wrong and adapt than to stubbornly insist you’re doing it right when the numbers don’t back that up.
“A leader places the people around him or her in a position that sets them up for success,” said Andor Kovacs, CEO and founder of property restoration brand Restoration 1. “This is a difficult task, because a leader must have an in-depth understanding of each individual, such as understanding their career goals and knowing what motivates them. By being committed to helping each person achieve their own personal goals, the leader sets the organization up for greatness.”
Your team members are going to be looking to you for how to react in a seemingly dire situation. It would probably be best if you weren’t stringing up a noose for yourself in the corner. You need to be able to laugh things off, because if staff morale goes down, so will productivity.
Stop for a moment and think about it. A leadership position sounds promising, but it also corresponds with not only a lot of work, but also with great responsibility. Perhaps you already have some experience as a team leader? Then, you know that this position takes a lot more than just achieving success with your team. You not only have to organize, coordinate and delegate, but also motivate – you are even the number one contact person when problems arise. Before you are ready to answer the “Why do you want to be a leader” interview question, really think about it. Are you really ready for a leadership position? Ask yourself the following leadership is a contrasting style in which the leader is more focused on the relationships amongst the group and is generally more concerned with the overall well-being and satisfaction of group members. Relationship-oriented leaders emphasize communication within the group, show trust and confidence in group members, and show appreciation for work done.
The most successful organizations often have a mix of these leadership styles for teams and deliverables. There is no one-size-fits-all answer. The important thing is to understand where you fall, what your achievements and drawbacks are, and how you can grow or most benefit your team by considering adapting a slightly different leadership style.
There is little point having a leader incapable of making a decision, even if it turns out to be the wrong one. Being indecisive can undermine confidence and trust. Leaders must lead, take a chance and make a decision based on the facts to hand. This is the core skill of any successful leader. Gordon Brown as prime minister lost much of the confidence of his close allies when he failed to decide to call a general election in 2007 that he could have won with ease. A lack of decision making and clarity of purpose will lead to a rapid loss of support and credibility.
I wasn’t too bad at firing people when they were negligent, and I mostly handled them well. In most cases, I went through all the proper steps to build consensus first with HR, create a paper trail to show how I had tried to work through the issues with the employee, and address problems head-on. Yet, I can recall a few instances when I should have moved even faster on the dismissal. Why? Because those troublemakers were bringing down the team as a whole. As a leader, I should have protected my employees more.
Great leaders know that there’s always something to learn from everything they have experienced before. They are able to connect the present challenges with the lessons learned in the past to make decisions and take actions promptly.
Listening is the foundation of any good relationship. Great leaders listen to what their customers and prospects want and need, and they listen to the challenges those customers face. They listen to colleagues and are open to new ideas. They listen to shareholders, investors, and competitors. Here’s why the best CEO’s listen more.
The Nobel Peace Prize winner gave up freedom and a life with her family in Britain to protest military rule in Burma (now Myanmar). But nearly two decades of house arrest could not quash the opposition leader’s determination. Since Suu Kyi’s 2010 release, her political party has clinched dozens of seats in Parliament. Current law bars a presidential run in 2015; even that may change before long.
Nobody likes dealing with drama. But sometimes it’s necessary to keep small problems from growing into something overwhelming. Leaders must be able to address dysfunction in their team with consistent policies and a strong stand expressed calmly and confidently.
In leadership, people and relationships are more important than tasks. Tasks do matter, but the main role of a good leader is to motivate and inspire other people to do the tasks well. You need to know how to delegate and be the leader of other leaders. The leader is the conductor of the orchestra, not the first violin. But you also need to know when to step in and take responsibility. Don’t be afraid to say ‘stop’ or ‘no’ if you think things are going wrong. And don’t let other people push you into a decision which you are not comfortable with.
About Brian Tracy — Brian is recognized as the top sales training and personal success authority in the world today. He has authored more than 60 books and has produced more than 500 audio and video learning programs on sales, management, business success and personal development, including worldwide bestseller The Psychology of Achievement. Brian’s goal is to help you achieve your personal and business goals faster and easier than you ever imagined. You can follow him on Google+, Twitter, Facebook, Pinterest, Linkedin and Youtube.
Many people quickly assume that being a good leader means you’re a good manager and vice versa. The two concepts are actually quite distinct and understanding that distinction can help you understand what it means to be good at either or good at … Read more
This means proactively asking to set up a meeting or a Skype call. Be sure to make clear that you’ll rearrange your schedule for the conversation — any time works for you. After all, you’re asking for their help — not the other way around.
If you are working closely with a team, use them to your advantage. What roles do they feel best suited for? How is their time being utilized? What ideas do they have that have yet to be implemented? In many cases, growth is a matter of rearranging and refining — not necessarily a problem at all.
Identify potential mentors who have similar values, then have casual meetings with them to find the one with whom you have good rapport. Be prepared to explain what you hope to learn, why you value their insight and expertise, and what you bring to the relationship.