We need Leaders as never before, ones who we would believe and who we would let lead us. But do we have such leaders today among our politicians, business figures, news media representatives, opinion-makers? There are some, but not as many as there could be or as many as we would want. What do most leaders lack?
One of the major things - sharing the responsibility of making decisions with their team. There is still enduring vertical leadership – when you operate based on the “top-down” model. While most managers boast loudly about teamwork and decision making freedom, the reality is a little different – often the final say goes to the top-level manager.
This practice has two sides to it.
Firstly, during a crisis or a more difficult situation, when there is much uncertainty and a lack of clarity, one or several top-level managers cannot and do not know all the right answers. Namely, this is why it is important to enable staff to act and make decisions independently. The good leader knows that it is best to turn “mine” into “ours” and express, as well as apply the principle of equivalence.
Second, without trust in one’s staff and without granting them space to be responsible for their own decisions and actions, you do not nurture new leaders.
Moving from vertical management to horizontal is not easy neighter for the manager, nor the staff, however, I can assure you that in the long term, the result will exceed expectations.
Be open and honest, even if sometimes the truth isn’t very pleasant and the thoughts you express might not match the “popularity” criteria. By underestimating people, thinking they will supposedly not understand or fear the real situation and by talking overly optimistically, we do ourselves a disservice. The openness of leaders help unite their teams for a common goal and in the face of difficult times, it is a way to keep everyone together.
The most important leadership competencies are hard to improve because they run counter to our insticts.
The author completed the study of 195 leaders in 15 countries over 30 global organizations. Participants were asked to choose the 15 most important leadership competencies from a list of 74. The author grouped the top ones into five major themes that suggest a set of priorities for leaders and leadership development programs. While some may not surprise you, they’re all difficult to master, in part because improving them requires acting against our nature.
The themes are following:
* demonstrates strong ethics and provides a sense of safety;
* empowers others to self-organize;
* fosters a sense of connection and belonging;
* shows openness to new ideas and fosters organizational learning;
* nurtures growth.
Learn more in this article: https://hbr.org/2016/03/the-most-important-leadership-competencies-according-to-leaders-around-the-world
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