Leverage team strengths
Part of awareness is don’t expect people to change. If you think you can change someone, think again. This doesn’t mean you can’t help them grow and develop. But don’t expect to change anyone (even yourself) behaviorally. We are who we are. Your job as a leader is to understand each person’s strengths and place them in positions where they can flourish and grow. If you are good at that, you have a huge part of the equation for success.
Going from individual contributor to supervisor is only the first of many transitions along the leadership pipeline. You need to understand the business model, how it applies to your current position, what you need to do to provide the greatest value, and how to leverage your strengths at this level. This requires building competencies and focusing on the right things. No one ever tells you that there are many levels and many adjustments you need to make along the way.
“I start with the premise that the function of leadership is to produce more leaders, not more followers.”
Trust and Values
At the core of every true leader is a trust and value system that hinges on integrity. Leaders display a genuine character and never sway from a truthful path. Leaders do not take short cuts that have the potential to harm the business.
They would rather take a bit longer and ensure that integrity is maintained rather than pursue a less righteous path. They are honest, forthright, and controlled to ensure that others feel comfortable in approaching them with information and ideas. This ability to build trust generates followers that are highly loyal.
Shared Success and Shared Failure
Great leaders share success with others, and also failures as well. They have the ability to credit others with success and also take responsibility for failures. The ability to take the good with the bad and share it all is the hallmark of a leader.
Fosters a sense of connection and belonging
Leaders who “communicate often and openly” and “create a feeling of succeeding and failing together as a pack” build a strong foundation for connection.
Empowers others to self-organize
Providing clear direction while allowing employees to organize their own time and work was identified as the next most important leadership competency.
Shows openness to new ideas and fosters organizational learning
What do “flexibility to change opinions”, “being open to new ideas and approaches”, and “provides safety for trial and error” have in common? If a leader has these strengths, they encourage learning; if they don’t, they risk stifling it.