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Dynamic Leadership is about working to build a performance culture. Having this type of culture keeps attrition low and performance high. This skill focuses on sharing the vision, aligning on goals, developing trust, and advancing the individuals you are responsible for, both personally and professionally. When properly executed the ROI is great!
Dynamic Leadership is about working to build a performance culture. Having this type of culture keeps attrition low and performance high. This skill focuses on sharing the vision, aligning on goals, developing trust, and advancing the individuals personally and professionally that you are responsible for. When done right, the ROI and retention of your team are top notch.
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There are many different qualities that make up strong leaders, it’s nearly impossible to name them all. Some leaders get by on charisma alone, some succeed due to their strong work ethic, and others have multiple different factors in place. While we can’t cover every quality of strong leadership, we are going to cover off on some of the most common qualities that are exemplified in an effort to produce a performance culture.
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How do you build trust with a team or employee? What are the key concepts to ensure you are earning and retaining their trust? Trust is a fundamental part of employee retention, but more important is being able to get strong performance out of the employee or team.
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This skill focuses on obtaining support and agreement from others for a specific end goal so that they want to achieve that goal themselves. Learn to how to get buy-in from others to ensure they move the ball forward.
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Why do you follow a leader? What gets you excited to work towards a common goal? A leader lacking the “why” that is clearly communicated can be the demise of a business. How do you ensure this doesn’t happen? What are the best ways to communicate the why and how do you ensure it’s aligned on and that your team is bought in. Doesn’t matter if its a team of 2 or 2000, this is such a crucial skill.
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To train someone effectively, don’t focus on what is being trained; focus on how to approach a training plan, how to facilitate a training, how to identify the key learning styles and how you ensure the training works.
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Coaching is one of the four styles of leadership. It’s most well known for helping develop the skills, mindset, or confidence needed to increase both skill and commitment to a task or goal. This skill focuses on the process used to coach someone as well as the tact needed to truly make a shift in skill or paradigm for the individual being coached.
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Meetings should serve a purpose for an organization and should be outcome driven. Without this, you are literally spending money to have a group of people in a room to walk out with zero outcomes. What makes a meeting great? This skill helps to identify when a meeting is needed and the components that make it successful (i.e., structure, participants, content).
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What’s the balance between micromanagement and leadership? Accountability meetings. Use these meetings to move initiatives or metrics; create a scheduled meeting time to hold tension on both sides.
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It is important that each employee continues to receive development on their core skills. This skill is about laying out a clear development plan; including how to set it up and structure it to ensure the employee gets the proper amount of development.
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Becoming a great leader requires dedication to the craft. You may have natural charisma or be sociable enough to get by in the early stages of your leadership. But you have to be ready to make the right decisions for the organization and sometimes that doesn’t make you popular with your team. How you handle that says more about your leadership skills than anything else.
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