Coach Train Learn

Leaders Need Followers

Like the Pied Piper of Hamelin, the best leaders are able to enagage others sufficiently to have them follow. For there to be a leader, there need to be followers too.

But what engages sufficiently in a leader to have them followed? Many will have asked that question before. There are probably seven key capabilities that the best leaders employ to be followed…

1) Charisma – great leaders have a sort of style that engages their people. This charisma can be very difficult to define, because it ranges from a very directive and disciplinary style to one which is laid back, informal and simply friendly, yet the key is that it engages.

2) Honesty – the best leaders realise that to try to fool their people in any way is unlikely to prove successful, so they go out of their way to be open and truthful in all they do.

3) Fairness – good leaders are diligent in how they treat all of their people in the same way – without favoritism – nor without mistreatment of individuals they think less of either.

4) Consistency – where leaders vary in their expectations, activities or plans, so that their people are not sure what to expect, it creates a sense of unease which makes commitment much more difficult.

5) Developmental – for many individuals in a team, stretching their potential is a big motivator, so leaders who see potential in their people and offer them development opportunities are usually very well thought of.

6) Safety – workplaces need to be challenging for employees, yet they also need to feel that risk-taking is acceptable and that when things don’t go to plan they will not be made to suffer.

7) Respect – wherever leaders use their position to show that they respect their people, they will find followers. Respect for the individual is as good as it gets for them, so yes, they will follow.

When leaders are finding their followers, these are seemingly simple rules to follow. Some will find them easy, others less so. Some will not know unless they ask their potential followers how they are seen.

Leaders may be born, up to a point, and there is still much that can be done to be even better.

5 Feedback Accepting Tactics for Leaders

In any leadership role, a significant challenge is to get the very best from employees. In doing that, the careful balance between nurturing to build confidence and offering constructive feedback can be difficult to achieve.

To help leaders build the trust that is needed to create the most value-creating relationships with employees, one step is not just to offer and provide good, developmental and constructive feedback, but also to receive it too.

For many leaders, being on the receiving end of feedback can be one of the most difficult things to accept. It’s as though a leader feels the onus is on them to be perfect.

The truth is, appearing on a pedestal of perfection is never really true and merely a figment of a leader’s disillusioned perception. And their people don’t even expect it either.

Far better to be real and accept feedback well.

You’re a Leader – So, How to Accept Feedback?

Many employees, even when given a free run at giving their boss feedback, will find it quite hard to do.

Some of the basics need to be in place to have the very best of relationships with your people, so there is an upfront investment in generating good relationships ahead of time.

Even with the most wonderful of relationships with your team, many will be intimidated by you, just because you are their boss.

To help them along the way to your development, there are a few tactics to adopt to make sure that you receive that generous gift of feedback that you can richly benefit from.

5 Feedback Accepting Tactics

1 Accept it Well – When others offer you feedback, it’s vital that you accept it as that gift it is. Encouragement will come when they feel that you appreciate it without any risk to themselves that you might ‘take it the wrong way’ – with consequences to come back to bite them.

2 Never Debate It – The feedback you are provided with is best absorbed without debate. When you are given feedback, their perception of you is very real, so to argue and reason about what you are told will always be counter-productive.

3 If Necessary Seek Clarification – Do ask for detail if you need it. It shows that you are listening; that you value their input and that you are keen to do more to improve.

4 Thank Them -  Accepting feedback with good grace and thanks will encourage them to do it more. And you can only benefit from the input about you that you receive.

5 Act on the Information – This doesn’t mean that you jump to everything you hear. A skill is to interpret what you have heard in your feedback and adjust your actions accordingly, where you feel that change will be valuable. You don’t have to dance to the whole tune!

Good, constructive feedback adds value. The least likely to receive feedback are the very leaders who need to model that they too can respond to the changes they need to make, to be even better than they already are.

And being able to respond to the feedback they receive really is a sign of a truly great leader.

Leadership: 4 Reasons to Face Realities

In this latest guest blog post, Duncan Brodie of Goals and Achievements, shares why it’s vital for Leaders to be very honest about their role – and the people they lead. You can find out more at his excellent blog at goalsandachievements.com

Leadership: 4 Reasons to Face Realities

In these challenging economic times, the chances are you might be facing some difficult choices and struggles.  Even if you are in a sector or industry that has not been impacted so far, it does not mean that there will be no impact in the future.

When faced with tough or challenging times, it is easy to fall into the trap of playing the victim.  So what are 4 key reasons why you should avoid victim mode and face up to realities?

Reason 1: You take control

As soon as you make a decision to face up to the realities of a situation, no matter how difficult it might be, you consciously decide to take control of the situation.

Once you decide to take control, you stop looking for the magic bullet or solution to appear from outside the organisation and face up to your responsibility as a leader.

Reason 2: You cannot change the past

The past is history.  Hindsight is a great thing in terms of learning but it does not change the past.  Other than using the lessons from the past to help learn for the future, time spent looking backwards at what might have been is wasted energy.  Focus your energy on the way forward.

Reason 3: You can influence the future

While you cannot change the past you can significantly influence the future.  Think about it.  The strategies you consider, the decisions you make and actions that you take all have a significant influence on what happens in the future.

At the same time there are no guarantees.  Always remember that doing the same things and expecting different results in the fast lane to failure.

Reason 4: You get new experience and challenge

Leaders rarely thrive in the ‘status quo’.  You know those times when things just bobble along.  Look back at your career to date.

Chances are that some of the things that got you into or close to a leadership role in the first place was your drive, desire to take on new and different challenges and to be continually stretched to name just a few.

A tough or challenging time or situation can be the ideal opportunity to do what you do best.  Thrive and succeed despite the circumstances.

Bottom Line

Challenge and leadership go hand in hand.  The question is are you ready to step up to the plate and face up to the realities of the challenges you face?

Duncan Brodie is a leadership and management expert who can help you and your people achieve extraordinary success. Check his website out at www.goalsandachievements.co.uk

5 Leadership Myths

In this timely blog post, Duncan Brodie of Goals and Achievements, shares his thoughts on the myths about  leadership. You can find out more at his excellent blog at goalsandachievements.com

5 Leadership Myths

We all probably have our own views about leadership.

While it is true that we might all have slightly different views, I wonder if you are falling into the trap of believing 5 of the most common leadership myths.

Leadership Myth 1: Leaders are born

Now I don’t know about you but I have yet to hear about a newborn that was blessed with the leadership gene.  Sure certain qualities help when it comes to leadership but these are developed rather than being acquired at birth.

Leadership Myth 2: You need to be mean

You might have a perception that being a success in a leadership relies on you being the tough guy or gal.  Yes you need to be resilient and be able to stand your ground from time to time.

You might even need to quite tough at times.  However, being mean is a sure-fire way to leadership failure rather than success.

Leadership Myth 3: Success is all about having the opportunity

While having a great academic record might give you a head start, don’t fall into the trap that if you didn’t have the opportunity to go to college or university you cannot get into leadership.

For example, I left school at 16 with minimal qualifications.  I started going to college while working and was able to climb the career ladder from Accounts Clerk to Finance Director.

Leadership Myth 4: You can take your foot off the gas

Moving into leadership for the first time is the biggest career step you will take.  If you think that when you reach this level you have made it and can take your foot off the gas, you are in for a shock.

Truth is when you move into leadership you need to invest even more in your continuing development as you are having to deal with many new and different challenges.

Leadership Myth 5: You need to keep collecting qualifications

Research suggests that your level of intelligence (IQ) will take you so far in your career but it is your interpersonal and social skills (EQ) that really determines your success.

If you are considering taking additional qualifications, ask yourself what difference they will make.  It may be that investing in developing you skills and qualities through coaching or short courses will provide better results.

Bottom Line

Moving into leadership is a major step.  So what myths are you buying into that are getting in the way of achieving leadership success?

Duncan Brodie is a leadership and management expert who can help you and your people achieve extraordinary success. Check his website out at www.goalsandachievements.co.uk

What Is That ‘Sense’ of Leadership?

It’s an age old question. Are leaders born – or can they be made? The answer, as ever, is not that simple.

It’s almost inherent in those who lead that they step forward naturally in many informal moments in their lives to lead. They have an inbuilt inclination to take charge and be the headline act in social and workplace groups.

There are others who have the capacity to lead and still find it difficult to be forward enough to step up.

They need nurturing and encouragement from someone who notices and takes the time to help them, so that their talents are not wasted.

Forced leadership is a big ask of anyone who has not got the natural instinct for it.

In many cases the route to seniority in any organization is through technical expertise into leadership, which is not necessarily the appropriate growth for many.

On the other hand, there are those whose natural tendency is not along this path.

For those we celebrate what they do bring to the party and ensure they are rewarded both materially and in how they are fulfilled.

How To Become A Leadership Legend – Part 2

Yesterday, we looked at the requirements of leaders. To create legendary status as a leader, there are three key steps that go beyond the ‘good’ and become legendary:-

1. Deliver Results

Legendary leaders go beyond delivering for the short-term, vitally important though that is – especially in the climate of right now.

Focus on results for today is simply not enough to get your legendary badge. You have to go further.

Legends are constantly considering the needs to be even better in the future. To develop their people through challenge and support that encourages risk-taking for employees – but in an environment where they feel safe enough to give it a go.

Results for today are who we have become as a society – as good leaders – the greatest and the legends do more to focus on the today – and the tomorrow.

2. Create Relationships

Legendary leaders are well thought of by their people. Indeed they are memorable and would often feature on that most famous of lists – three people who have been the biggest influences in your life.

They don’t really need to work at it – except perhaps at first – because it’s something they do naturally. Building relationships is about being out there with your people. Talking with them and much more importantly, listening to them and valuing them because of that.

Relationships are also about fairness, equality, trust, rapport, keeping promises and more. Relationships are that togetherness where each would – and will – go the extra mile. Leader and employee – together.

3. Vision for the Future

Legends come from having a motivation and drive that is irresistible. An ability – a charisma – where their people can’t help but come along with them.

To get there requires inspiration and the skill to see the possibilities and share that energy with your people. When you dream for yourself, you sense that it’s possible. When you dream together, it IS possible.

Having a vision is a great idea. Co-creating a vision together with your people is unexpected and unbelievable – they will love you for it.

Being a leadership legend is simply an amazing opportunity not only to deliver the results you want, but also to do that with purpose. The purpose of being with your people on their journey too.