Leadership 101
Copyright (c) 2006 Colleen Kettenhofen
“If…you can’t be a good example, then you’ll just have to
be a horrible warning.” Catherine Aird
Do people willingly want to follow you? The real test of
leadership is influence. Would your subordinates describe
you as an effective manager, supervisor or team leader? Be
honest with yourself. Put yourself in their shoes. Would
you want to work for YOU?! If your employees’ pay, perks
and benefits were not dependent on doing what you ask,
would they still want to follow you? If the answer is yes,
you are truly a role model of leadership.
In conducting leadership training around the world for over
a decade, here are the key traits I hear over and over that
employees want to see in their leaders. And most of these
employees are managers themselves.These traits will sound
familiar to you. Yet, we need to be reminded of them. Many
managers confide to me that they’re so overloaded they
forget about practicing many of these qualities on a
regular basis.
1) Supportive/Good listener: It’s been said the average
person listens to what you have to say only 25% of the
time. Yes, that’s right. Much of the time we’re caught up
in our own “stuff” and we’re not always listening. Listen.
Think before you speak. Some people just need to be allowed
to vent. Vent within reason of course. Then, they’ll be
more likely to listen to you.
2) Open-minded. It’s hard to listen without an open mind.
At least acknowledge what your employees have to say. It
doesn’t mean you necessarily have to agree. In order to
gain respect and get your team members to follow you,
sometimes you first have to show respect.
3) Honest. Do you possess personal integrity? Your team
members will look to see if you do what you say you are
going to do. This sounds like common-sense and it is. Yet,
many in a leadership position forget this important trait.
The minute you can’t deliver on your promises you lose all
credibility. It will be the one thing your employees will
always remember. As the saying goes, “They remember your
last act.” Under promise and over deliver. Always do what
you say you are going to do.
True Leadership = Inspiration:
4) Inspiring. True leadership = inspiration. Real leaders
have a passion for what they do. They are able to transfer
that enthusiasm to their employees. People want to follow
someone they respect and admire. In my leadership training,
a lot of managers tell me they also want a leader “who is
balanced in their personal as well as professional life.”
They see a balanced leader as someone who walks their talk.
Employees want to follow someone who has what they want.
5) Intelligent. I frequently hear the comment, “In our
organization, the left hand doesn’t know what the right
hand is doing.” Or, “My manager really has no idea what I
do for a living. What my job entails, the challenges and
the time constraints.” Please educate yourself on each of
your team member’s responsibilities. It’s the only way you
can speak intelligently to them and gain respect.
6) Future-oriented. Upper management should put their
organization’s five year, three year, and one year plan in
writing and pass it out to every employee. A lot of
employees don’t know their organization’s overall goals and
objectives. An integral part of leadership is having
vision, and being able to convey that vision in a way that
excites and inspires team members. A great way to motivate
most of your employees is to show each and every one where
they fit in with the organization’s big picture. Most of
them want to know their purpose and how they make a
difference.
Effective Leadership = Effective Social Skills:
7) Excellent communicator. Many people are promoted to
leadership positions based on their “hard skills” or
technical skills. Yet, most managers describe true
leadership as demonstrating good interpersonal skills.
Excellent leaders and managers aren’t just good
communicators in terms of what’s expected on the job. They
also make it a priority to take a sincere interest in their
employees. Little things go a long way. For example, know
your employee’s birthdays, whether or not they have
children, and acknowledge their length of service on their
anniversary.
8) Fair-minded. Employees and managers alike respect
leaders in an organization who are fair, objective, and
“don’t play favorites.” They want sincere recognition for a
job well done. Most employees want to be judged on their
performance, not on whether or not they’ve got friends in
high places.
9) Flexible with change. An effective leader is open to
change, new ideas and taking risks. A leader who is a good
role model doesn’t take a “my way or the highway” approach.
They’re confident enough in themselves that they can give
explanations for WHY a change is being made. Employees
always want to know why. Managers and leaders who are
secure within themselves don’t need to say, “Because I’m
your supervisor and I said so.”
10) Leadership starts with service. Effective leadership
involves rolling up your sleeves and helping others. The
term “servant leadership” was coined in 1970 by Robert K.
Greenleaf, former AT&T executive and founder of The
Greenleaf Center for Servant-Leadership. He wrote, “It
begins with the natural feeling that one wants to serve, to
serve first. Then conscious choice brings one to aspire to
lead.”
“A good example is the best sermon.” Anon.
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Colleen Kettenhofen is a speaker, workplace expert, &
co-author of “The Masters of Success,” as featured on the
Today Show, along with Ken Blanchard and Jack Canfield. For
more free articles and e-newsletter, & to order the book
visit http://www.ColleenSpeaks.com Topics: leadership,
management, difficult people, public speaking.Colleen is
available for keynotes, breakout sessions and seminars.
Call 971-212-2412 or email colleen@colleenspeaks.com .
http://www.ColleenSpeaks.com . You are free to reprint or
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