Simon Sinek said, “Let us all be the leaders we wish we had.”
If you think back on leaders you’ve had over your career, chances are, that for every ten, you’d probably only want to work for two or three of them again. Why do you think there’s such a gap? Great leaders just aren’t that easy to come by.
What makes a great leader?
As you can imagine, there is a ton of information and research on what makes a great leader. A Google search using “traits of great leaders” yielded over a million results. After combing through numerous books, sources, and from personal experience and observations, I believe that there are 7 habit areas that are critical to being a great leader that creates a work environment where employees will thrive and stay. I actually released a book on this topic last year.
The 7 Habits
1. Ignite purpose
We all want to feel like we are making a difference. A clear company mission unites team members around a shared cause and helps foster a larger emotional investment in their work. Managers can help communicate and inspire employees by helping to bring the mission to life – and by helping them understand how they contribute to the greater purpose of the organization.
2. Build trust
Trust is the foundation of retention and engagement. If you don’t have it, employees aren’t likely to stay and, if lack of trust is an issue across your organization, you aren’t likely to have any kind of sustainable success.
Managers can build trust with their team by showing respect; being a person of integrity; demonstrating humility; being vulnerable; and extending trust to employees by giving them the autonomy to do their jobs.
3. Manage yourself
You must be able to manage yourself to manage others effectively. And this starts with being self-aware. Once you are aware of your strengths, weaknesses, and potential sources of bias, you are in a better position to keep your cool and choose a better response when stressful situations occur.
4. Be a good coach
Google’s Project Oxygen found that the best managers were good coaches. They used a broad definition of coaching to include feedback, listening, guiding people toward solutions, and fostering growth. Recent research indicates that people in today’s workforce don’t want managers, they want coaches. This is particularly true amongst the younger generations that now make up 50% of the workforce.
5. Practice accountability
Where there is a lack of accountability, there is a lack of performance, and it will have an impact on engagement and retention. High performers don’t like it and will likely be the first to jump ship. High-retention managers hold themselves and others accountable for results using the 5 Cs of Accountability:
Clarity of expectations
Courage to have difficult interactions
Collaboration in goal-setting and problem-solving
Consistency in holding employees to expectations – and in being fair and consistent
Correction including counseling, discipline or termination when warranted
6. Communicate well
The Center for Creative Leadership encourages managers to communicate relentlessly. This involves clear, concise, open, and honest communication using different mediums – and typically involves overcommunicating because people need to hear things a lot before it sticks! Most importantly, this includes listening actively.
7. Show you care
Show employees that you care about their wellbeing (career, physical, mental, social, and financial). Helpful strategies to cultivate include caring interactions; showing empathy; providing flexibility; and showing appreciation.
The 7-Day Leadership Habit Reset Challenge!
1/12 to 1/18
We want to help you be the type of leader that you wish you had!
With the new year, I thought it would be a great time to launch a free challenge as we can all benefit from an occasional reset and fresh perspective.
All you have to do is sign up and you will receive a daily email with a short video, information and tools/resources to help in each habit area! So, what are you waiting for?