What Makes a Manager a Leader?

leader

A true “leader” is hard to come by, difficult to train, yet essential to any team. A leader is able to mentor others, while continuing to develop themselves; instills confidence, while providing constructive feedback; and inspires others, while encouraging enthusiasm and creativity. A highly effective leader is a perplexing role that is vital to the success of both an individual team and to an organization as a whole. Having a true mission and assembling a team to execute the strategy behind that mission is key to any successful business venture. What are the qualities that we think make up an effective leader in management?

  1. Loyalty Connection

This is comprised of trust, genuine care for employees, and respect. The foundation to any successful relationship, both professionally and personally, is trust and respect among your peers. A leader must strive to build this through example and through their performance while being able to command and give respect when due. Studies show that the trust and respect you earn from your staff is directly correlated to the level of work produced. Show your team that you are actively engaged and there to help them make proactive job and career improvements. Building loyal and genuine connections among staff and management is an ongoing process and takes true time and effort to develop.

  1. Commitment

Your level of commitment to your job as a leader within your organization will directly translate to your team efforts. By committing to the success and positivity of your team, this energy will be reciprocated among all levels of staff. It’s important to not only commit to learning and teaching your team the skills sets needed for them to excel, but committing to expanding your own knowledge base and competitive advantage in the marketplace. Those who 100% buy into their company and team’s mission and commit to working towards achieving that, will see longstanding success.

  1. Strategy

In order for an organization to be successful, individuals must buy into the greater mission. Too many employees just go through the motions and don’t understand how their work contributes to the company’s greater goal. Each team member should understand their value add to the organizational structure, and similarly, all tasks should link back to the overall goal. Leaders need to have specific goals, strategy, and processes for their team to follow that are measurable, attainable, and realistic to their team’s performance. Knowing the dynamics of your team and adjusting your strategy to receive consistent input and feedback from all individuals is key.

  1. Adjustment

The most effective management style is when it’s customized to each individual on the team. This entails learning each person’s strengths/weaknesses, in addition to their short and long term goals. By understanding and evaluating what motivates them as an employee, it will create a stronger work flow and a better processes.

 

Additional Resources:

Collaborative Leadership Lessons: http://www.forbes.com/sites/carolkinseygoman/2016/05/01/none-of-us-is-smarter-than-all-of-us-collaborative-leadership-from-a-to-z/?utm_campaign=Forbes&utm_source=linkedin%20company&utm_medium=social&utm_channel=Entrepreneurs&linkId=24052233#7540c99eaa98

How to Manage Under-preforming teams: http://www.forbes.com/sites/chriscancialosi/2016/04/04/how-great-leaders-manage-underperforming-teams/#1b63b17e23d5

The Key to High Performance Leadership: https://www.linkedin.com/pulse/connection-key-high-performance-leadership-daniel-goleman