The 8 core competencies of Leadership – Part 2

Outstanding business leaders do not evolve out of natural talent alone; the abilities and qualities can be learned. Even the most adept leaders grow by sharpening their skills in guiding their team.

Our approach to leadership is founded on eight core competencies. Below we will review competencies four through eight, which cover the doing and delivering aspects of leadership. To learn the initial three competencies which lay the foundation of leadership, read the companion piece “The 8 Core Competencies of Leadership – Part 1”.

4. Manage Your Priorities

Workload management is a top priority for any leader striving to motivate a team towards company objectives, while remaining on the cutting-edge in a competitive business environment. With conflicting priorities being an occupational hazard for any leader, prioritization is an essential skill. In fact, it is fundamental for any position. Honing prioritization abilities and leading staff to enhance their own skills can transform a workplace.

· How do you and your staff adjust when new challenges or unforeseen circumstances arise?

· Are you and your team using time to its full advantage?

· Do tasks align with short- and long-term goals?

· Do you and your team feel you are making progress and have purpose, or are you constantly putting out fires?

Building a strong prioritization structure and incorporating it into all work processes will alleviate these uncertainties. Any worker, no matter what the profession, must possess the ability to quickly assess and prioritize competing tasks – considering urgency, resources, and goals – to meet immediate demands, expected deliverables and reach personal and company goals. This is central to workload management and personal development.

5. Measure the Effects

Appreciating the effects of one’s work is paramount to employee satisfaction and the achievement of stated goals. How can a leader or a team learn from setbacks without being aware of the effects of their work on production? Can an employee thrive without understanding how their performance contributes to the overall team outcome? The answer to these questions is no.

Understanding the roles and responsibilities of each team member and how their work fits together is crucial for group accomplishments. When every worker can measure their effect and appreciate their ability to manifest positive change, the company will reap the rewards of a self-motivated and aligned workforce.

6. Own the Performance

A leader sets the example by taking accountability for the company, but accountability does not start and end at the top.

Accountability is a must for teams to meet targets and deadlines. When every team member takes ownership for their individual performance – both their mistakes and successes – then only can the efficiency of the entire team be assessed.

A culture of accountability affords a variety of productivity-boosting advantages:

· Enhances communication

· Strengthens collaboration

· Increases transparency

· Minimizes conflict

· Improves forecasting and planning

A smart leader encourages everyone to own their performances and ensures that the right people have the proper authority to perform their jobs.

7. Influence the Participants

Leadership is about inspiring and working well with any and all members of a diverse team. There are different techniques for influencing others, any of which can be useful in specific circumstances.

Meetings are particularly significant situations where you can influence the team. Become the example for how to conduct effective meetings and recognize potential sources of conflict and mitigation methods. Meetings are opportunities to connect directly with your team and build communication and relationships.

8. Continue the Improvements

The last skillset is designed to ensure ongoing positive change – a critical component for success in a competitive business environment. A continuous improvements methodology, as the name suggests, is an indefinite process that maximizes output and minimizes inefficiency.

In a continuous improvement model, assumptions relating to protocols and their effectiveness are always under speculation. This flexible approach requires a strong leader to garner staff buy-in since the uncertainty and change initiatives connected to continuous improvements may create some apprehension. In addition to the benefit of finding better ways to do things, a continuous improvement model also nurtures a culture of learning.

Becoming the Leader You Are Meant to Be

A leader’s effectiveness is ultimately measured by the effectiveness of their team. Companies today face pressures we wouldn’t have been able to imagine a few years ago. The tenuous business landscape can be daunting for most, but for natural leaders, the uncertain situation is a welcomed challenge.

Become the leader you were meant to be with guidance that taps into an enhances your natural aptitude. With leadership training tailored to you, real-life tangible and measurable outcomes are guaranteed.