We’ve
all seen it, and perhaps you’ve even experienced it. People being moved into leadership
roles on the basis of their seniority or performance, and then being given very
little development or support to make the transition successfully. In the
absence of guidance on how they can be most effective and authentic, these new
leaders typically default to role playing a leader they’ve had in the past, or creating
the “leader” they think they should be. This doesn’t always bode well for the
new leader or for their team. So when in doubt follow your internal compass and
lead from the inside out.
It
will come as no surprise that I’m a great advocate of leadership development,
and continuous learning even for experienced leaders. Loyalty to the company and outstanding
performance are admirable, but do not adequately prepare you for the demands of
leadership – setting and communicating a vision, inspiring and energizing
others, providing direction, building trust, coaching and developing others,
developing win-win partnerships, and so much more. As these skills are developed over time (and
hopefully with some formal training) there are some basics that I think every
new leader should start with, and every experienced leader should periodically
review. These are tips for becoming an authentic leader which means truly being
able to integrate your head and your heart and lead from within.
Know yourself.
Develop a deep understanding of your strengths and weaknesses, how you lead, how
you behave under stress, and how you respond to situations and people around
you. Know your communication style so you can adapt it as needed to better
connect with others. Where are you most comfortable in the four dimensions of
leadership – leading with vision, leading to deliver, leading with drive or
leading through people? Recognize that, and learn how to dial up your behaviors
in the other domains as needed for the situation.
Know your people.
Take the time to learn their strengths and development areas. Listen
empathically to their ideas, concerns, and feedback. How do they like to be
rewarded? What are their personal and career goals? Find out their
communication style preferences, and make a point of adapting to those
preferences to increase rapport and connection.
Develop and communicate a shared vision.
Employees are more likely to help with the journey if they were involved in
selecting the destination. Seek out their input. Clarify direction and
communicate progress, regularly.
Be honest. Always.
Tell the truth, even when you’d rather not. Allow yourself to be vulnerable –
share mistakes and what you learned from them. Give honest, productive feedback
on a regular basis. Don’t make promises you can’t keep.
Walk the talk.
Do what you say you’re going to do. Be available and approachable and encourage
open discussion to deal with differences and share ideas. Be fair. Listen.
Do a Self “Check in” daily.
What are the 3 - 5 words that best describe the qualities you use as a leader,
and as the leader you want to be? Several times a day, every day, stop and ask yourself if your behaviors, actions and
decisions align with those qualities.
The
more authentic you are as a leader, the more influence and trust you will have
with your people, and the greater impact you will have in your organization.
“If your actions inspire others to dream
more, learn more, do more, and become more, you are a leader.” —John
Quincy Adams
If you’d like
to learn more about Lumina Leader, please contact me at info-us@luminalearning.com or
888.827.8855.
Leading
from Within,
Rebecca
