Being a Successful Leader

The topic of our last episode was The Characteristics of Admired Leaders. Research tells that honesty consistently rates the highest as the most admired characteristic. In discussing honesty, I made mention of vulnerability. And that vulnerability is not something to be avoided as a leader, but rather a characteristic that earns respect. I would like to go into a little more depth in this episode regarding vulnerability.

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Researchers have long since given up on a quest to discover the great leader mold. The so-called “Great Man Theory.” No such mold exists. Leadership requirements are too highly contextual, situational, and changing to try and cast an ideal mold. But some solid research has identified some of the key attributes of admired leaders, regardless of the variables. We explore these findings in this episode.

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In addition to being a Self-Aware and Skillful Leader, as discussed in my book, Leadership Begins with You, you need to commit to taking care of yourself so you are ready and able to be at your best in being a professional leader.

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Toward that end, in the previous episode we discussed Life Balance. We reviewed a process for you to identify just what Life Balance looks like for you; and how to go about making any desired changes you may want to make regarding the amount and quality of time you spend in your various life domains..

In this episode we discuss some common sense wellness practices for you to consider and possibly adapt to keep you fit to play the leadership game.

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In addition to discovering the real you and mastering the critical leadership interpersonal competencies, as discussed in my book, Leadership Begins with You: Being a Self-Aware and Skillful Leader, you need to commit to taking care of yourself so you can be ready and able to be the best you can as a professional leader.

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In this and the subsequent episode we will discuss some common-sense things you can do to stay on top of your game mentally and physically.

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I have considered Having a Sound Strategy and  Building a Culture of Commitment to be leadership imperatives for some time.

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But, working on the first set of episodes for this series, I realized that leadership needs to begin with the leader. A Self-Aware and Skillful Leader. And that is now my third leadership imperative. I have recently published a book entitled Leadership Begins with You: Being a Self-Aware and Skillful Leader. I want to kick off the second series of this being a Successful Leader by discussing some of the highlights of the book.

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Moving from  optimizing individual contributions to building high-performance teams is a logical and needed progression in building a culture of commitment. In this episode we discuss the difference between groups and teams and how to go about growing high-performing teams.

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As a leader/manager you inevitably encounter performance discrepancies. That is, differences between desired individual or group performance and actual performance. Most times, the nature and cause of such discrepancies, and what to do about them, are apparent to you. Sometimes not.

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In this episode we explore a practical and proven process for you to use whenever you are not sure as to the nature and cause of a performance concern, and how to go about resolving it.

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Performance Coaching is the third of my four building blocks for Building a Culture of Commitment. In discussing the first building block, Selection, you were provided a comprehensive practical and proven process to effectively prepare for and conduct the all-important selection interview. In the second building block, Clarity, you were provided a unique and powerful structure, the Position Plan, that serves as a living, working document for you and your associate to develop shared expectations relative to the role and set of results the position organized to achieve. We also discussed goal setting and action planning, which focus on time-limited expectations. Now, in this episode on Performance Coaching we discuss the importance of having ongoing work-related conversations and how to go about it.

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Making use of what we discussed in the previous episode on preparing for and conducting an effective selection interview, you have assured yourself that a good position and cultural fit exists between your opportunity and who you have selected to fill the position.

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You now need to work with your new associate to develop a shared understanding relative to the ongoing and time-limited position expectations. This episode shows you how to do so.

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