Your Next Great Leader

Since we are always looking for that next great leader, or you would like to improve yourself, I thought I would share this Blog with you.

by Nick Davis, Davis Associates

Promoting from within is a great move for any business. On top of the fact that it is normally the most cost-effective option, it also results in motivated employees. When people know they can realistically advance within a company, they are more inclined to work harder and remain with the organization longer. Employees who know they have no scope for advancement are likely to look elsewhere for opportunities that will allow them to test their limits.

With this in mind, leadership development should be a serious consideration for any modern business. Your company needs to be providing training and executive coaching for those individuals who will one day be leading your business. It all starts with identification, which can be difficult in and of itself. Great leaders are not always immediately identifiable. They might appear introverted, or even somewhat uncertain of their abilities. Conversely, top performers and ones who at first glance appear a logical pick for a leadership position may not have it in them to effectively lead a team.

Promoting the wrong candidate to a leadership position can cost a company time and money. 

To save yourself this stress and expense, you should keep an eye out for the following red flags, which indicate you shouldn’t be saving them a place on your leadership development program.

They refuse to delegate responsibility

Enthusiasm and pride in your work are all well and good, but problems present themselves when an employee is simply unwilling to share their workload. Micromanagement and motivational leadership don’t mix well. Employees with real leadership potential will acknowledge they can’t do everything themselves, and they’ll be able to pinpoint the right co-worker to ask for help. Those who insist on taking control of every aspect of a particular project will overburden themselves. They will eventually suffer from burnout, and their colleagues will feel undervalued and mistrusted.

They aren’t able to take on board differing opinions

Leadership is a collaborative effort. The “it’s my way or the highway” attitude doesn’t do much to motivate innovation, independence or creativity. Employees who stubbornly refuse to take on board the opinions and feedback of their colleagues or supervisors will probably lack the flexibility required of an inspirational leader.

They focus on negatives

Optimists tend to make better leaders than pessimists. They are solution-focused, they aren’t risk averse, and they are great motivators. With this in mind, keep an eye out for employees who focus on weaknesses. It is much more favorable to demonstrate an awareness and appreciation of strength while making time to help co-workers improve upon their development needs. Employees with great leadership potential will be able to highlight areas for improvement without making the other party feel inferior. They also won’t constantly call attention to it, to make themselves feel superior.

They eagerly throw others under the bus

Terrible leaders possess a grandiose sense of self-worth and never admit when they are at fault. Visionary leaders take responsibility, and they actively protect and promote their team. How does your employee fare in a teamwork setting? Are they eager to point the finger, or are they keen to accept responsibility for team failures and move on to resolving the problem at hand? Not only is this mentality more conducive to quick problem-solving, but it also builds trust and causes others in the team to feel more secure, engaged, and loyal.

They’re a poor communicator

Effective communication is the most important quality for a leader to possess. Without the ability to communicate properly, not only will leaders fail to gain a full, comprehensive picture of workplace problems, they will also be unable to motivate others. Even under difficult circumstances, leaders need to be able to keep a level head. They need to communicate organizational aims and objectives, and they need to reassure those around them.

Great communicators know that communication isn’t just about talking. They need to be able to listen and take on board the thoughts, feelings, and ideas of others. If an employee spends hours on end closed off, away from their desk, or ignoring emails and telephone messages, this indicates that open dialogue is not a priority for them and they are unlikely to succeed as a leader.

Nick Davis is a Business Psychologist and Director at Davis Associates, a Surrey-based HR consultancy in the UK. Davis Associates works with companies of all sizes to inspire greater individual, Web: davisassociates.co.uk