How many of you have experienced “bad leaders and managers”? Probably a large number of you. The possible reason for this is due to employers using a bad premise or incorrect criteria of a good leader, or possibly not giving this enough thought. Some employers may even choose people who they believe have similar values or philosophies as themselves. However, that is a mistake, as you should seek persons who possess strengths and skills that that compliment you.
Consider the culture and traits of the workforce. One good trait of an appropriate leader could include a person, who can help employees to better understand people different from themselves.
For instance, if the majority of your employees are aggressive and ambitious, perhaps it would be useful to have a Leader, who can relay the perspective of those who are less assertive but quietly know how to resolve problems quickly. These quieter but competent employees may not seem all that capable and yet draw their ideas from reading or research. Being more quiet, these employees may seem more shy and not as “outgoing” or “creative”, but their inner strengths are quite capable.
Another challenge for some leadership candidates is they don’t always know how to build a strong team. However, with being more reserved, such a Leadership candidate is usually a very good listener. That allows them to understand others better. (Aggressive leaders may tend to talk too much and not listen enough.) So what characteristics and traits are more beneficial in a Leader? Think about those leaders/managers who were a big impact on you, i.e.
Patient Good Listener Insightful Understanding Honest
Flexible Dependable Creative Disciplined Open-Minded
Humorist Quick Learner Diverse Cautious Curious
Another criteria of an effective Leader is to gradually understand others’ perspectives. Since this person is different from other leadership candidates, they are respectful of others, who are different.
Being a Leader is no easy task. A person needs to have the confidence to be unfamiliar with surroundings, yet try new tasks and skills, faced with teasing or awkwardness. And yet those leaders are willing to stretch and grow and likely to exceed expectations and help others to excel. Using an effective “performance management” tool can be an asset and greatly benefit their organization. Your organization is encouraged to talk with Compass Career Management and learn about this performance tool, that will help your workforce understand how to reach their full potential. Visit: www.compasscareer.com; call 704-849-2500. Bill Crigger can assist with a demonstration.