The Two Most Important Leadership Tools

Leaders rely on many tools for professional development and self-improvement. Smartphone apps help maximize productivity, books and articles offer poignant advice, and coaches serve as thinking partners. These and other leadership resources are often touted as "must-haves" to ensure the leader's success and certainly, each has its place.

There are, however, two simple and unassuming tools that can help any leader transform from merely effective to truly outstanding. The key to success lies in the leader's commitment to use each tool to its fullest. 
 

1.      Tool #1: The Mirror:

What kind of leader are you? How do you measure your effectiveness? Do you know how your direct reports actually see you? Many leaders answer these questions confidently and positively, based on productivity metrics or smiling faces at staff meetings. These same leaders are shocked when engagement surveys yield sub-par scores or exit interviews indicate a lack of leadership skill.



Hold up the mirror to see what others see

Hold up a mirror by seeking frequent feedback from peers and direct reports. Individuals, especially direct reports, may at first be reticent and withhold or downplay constructive critique, but an open, genuine leader can assuage these fears. Listen from a place of pure curiosity, resisting any urge to defend or explain. Be attuned to trends, especially when a trend emerges from disparate groups. Open your ears to commentary that is positively cloaked. “I know you’re awfully busy” or “You have very high expectations” may be criticism in disguise. Ask follow-up questions:  “what does ‘busy’ look like to you?” “How do the high expectations impact you?”

Act on what you see in the mirror, and be sure those offering feedback know that you are doing so. Engage them in your efforts.  “I heard your concerns about my busy schedule and am committed to provide you with more face time. Call me out any time you believe that I’m lapsing into old habits.”  Sustain the momentum through regular check-in and ongoing behavioral adjustments.

2.      Tool #2: The Microscope:

Obtaining candid feedback is a first step, but self-transformation requires understanding of behavioral root causes.  Using our “busy” example, the next step is to place the situation under a microscope of objectivity.

Examine the dynamics in play. Which factors impacting your schedule can you control and change? If you cannot adjust, what options do you have to ensure that your staff has the time that they need?  Are there others who seem to have successfully mastered this challenge and if so, how can you learn from them? Is there a way to engage your staff in the activities that seem to pull you away from them?

The key to seeing objectively through the microscope is to first accept the validity of the feedback. Once the concern is acknowledged as fact, the lines of defense evaporate and effective solutions can emerge.

Leaders who want to improve have many resources available to them. The mirror of rich, valid feedback is an important foundational leadership development tool. When that mirror is used in conjunction with a microscope of objective analysis, a leader is able to see what others see and transform that image into what he or she wishes to become.

Are You A Good Leader? Ask These Seven Questions

Many people delve into leadership books or participate in webinars to discover the secrets of great leadership. With a plethora of leadership advice and seemingly endless resources available, the world should be full of great leaders. However, reading and learning do not always translate into sustained behaviors.

I'm aware of one very senior leader for a large, well-known public company who prided himself on reading every new management book. He envisioned himself as a wonderful leader, full of contemporary knowledge, sprinkling his conversation with the latest management metaphors and buzzwords. However, his team had an entirely different view. The leader's micromanagement and fear-inducing style created an atmosphere of instability, disengagement and lack of trust. 

How could this individual be so blind to the impact of his actions? Is it possible that he truly believed himself to be the authentic, inspiring and exemplary leader outlined in the titles on his reading list? What could he have done to conduct a reality check, a verification of sorts, that he truly was a great leader? 

Here are seven simple questions that he - or any leader, in any situation - might ask of followers. We use the term followers to describe direct reports, committee members, family or others who make up the team that you lead.

1.  How often do my followers start the conversation, whether in meetings or one-on-one situations?
Others are willing to initiate dialogue when they perceive the environment to be one of mutual respect. Hesitation on the part of a follower may simply be the hallmark of an introverted personality, but it could also indicate a lack of confidence to take the lead for fear of reprisal. 

2.  Do my followers genuinely and consistently ask for my advice?
Assuming that your followers have some degree of self-sufficiency, seeking the counsel of the leader is a sign of respect for the leader’s knowledge, experience and perspective. It also demonstrates confidence that the leader will advise and guide, versus meddle or control. 

3.  How often - and how - do my followers challenge me?
Publicly challenging one’s leader is usually ill advised. Nevertheless, good leaders encourage healthy dialogue and invite dissenting opinions in one-on-one or in small group settings. Followers who feel valued will confidently provide input in these situations.

4.  How often have I altered my course or revamped an idea based on the input of my followers?
A strong leader not only encourages alternative points of view, but also actively considers them and integrates the best ideas – or may use them in place of his or her initial plan. Leaders who acknowledge the intelligence and skill of their followers often incorporate their suggestions, and give credit to the team when they do. 

5.  How much do I know about the "big picture" of each of my followers lives?
Knowing and understanding the full scope of a follower’s life situation may seem trivial, “touchy-feely,” or even intrusive. However, good leaders know that many things can affect the leader-follower relationship. Although some people prefer to keep life details private (and this should always be respected), many do openly share the broad picture when the leader creates and environment of trust and respect. 

6.  When we interact, do my followers have a spring in their step and a smile on their faces?
As a rule, followers of authentic, inspiring and exemplary leaders are happy, engaged and positive. Even the committee curmudgeon will usually muster a wry smile or two under the direction of a truly great leader. 

7.  How do my followers treat their followers?
Those who feel respected, those who know that their input is valued and those who enjoy a relationship of trust usually treat their own followers in a similar way. Conversely, those who are constantly questioned, disrespected, or fearful will find it more challenging to set a positive tone within their own groups. 

There are many leadership self-assessments, from simple to sophisticated. This short questionnaire is one quick method that any leader in any situation can use to candidly evaluate his or her progress on the path to leadership excellence. The key for any leader is to do more than simply read, attend seminars or click into webinars. Translating learning into great leadership requires holding up the mirror to see yourself as your followers see you.

Image courtesy of David Castillo/FreeDigitalPhotos.net

Leading YOUR Way

Ask various people for a definition of a great leader and you are not likely to find identical answers. Certainly, there will be some similarities, but the definition of leadership greatness is a highly individualized one. Leadership is not an exact science.

How, then can you become a great leader? Here are three fundamental elements:

Lead YOUR way.

Learn, grow and develop, but don't try to be something you're not. Successful leaders are, above all else, keenly self-aware. They know their strengths and maximize these traits to compensate for weaker areas. Noted leadership expert Bill George coined the phrase "authentic leadership" to describe the behaviors of leaders who "know who they are."

Develop YOUR go-to support team.

Understanding your strengths means acknowledging - and filling - the gaps. No one is good at everything and no single leader can excel in every situation.  Leadership success depends on identifying team members whose talents complement rather than duplicate yours. Moreover, you must be sufficiently self-confident to tap the expertise of these individuals, when the situation warrants.

Find YOUR best place.

Varying situations require different approaches. Although truly great leaders master the art of style-shifting, all leaders have a inherently preferred approach to leadership. Finding the organization and role best suited to the preferred leadership style is key to success.  A command-and-control leader has a high risk of failure in a process oriented, people centric function such as social work. Conversely, a creative, free-thinking innovator may not find success as the leader of a mechanical engineering team, where methodical attention to detail is critical. There are, of course exceptions, but the majority of us are most successful when our inherent style fits the culture of our organization and work team.

Becoming an outstanding leader is akin to becoming a world-class musician in an orchestra or superstar athlete on a team.  Know your strengths, rely on others to round out your gaps and ensure that you are in a setting that allows you to showcase your talents to the fullest.

Image courtesy of Stuart Miles / FreeDigitalPhotos.net.

Welcome!

Welcome to Best Place Leadership. This blog is an evolution of the Great Place HR and Flight Level Leadership blogs.

The blog's purpose is simple: to provide tips and insights to make you a better leader.

We'll explore concepts applicable to any leader, at any level and in any setting.  Best Place Leadership will help you find your best place as a leader, whether you guide a global work team, run a small business, lead a family or simply manage yourself.

Come along and enjoy the journey to discover your best place as a leader!