Becoming a great leader is a constantly evolving journey that never ends. Those who are committed to honing their leadership practice typically spend considerable amounts of time learning about leadership, developing their leadership skills and reflecting on where they can improve.
As a result of the Great Resignation, leaders are arguably under greater pressure than ever before to lead in ways that enable their organizations to attract and retain the very best talent. Here are seven suggestions for how they can do just that:
1. Focus on what matters: Realign with your ability to focus. Today, when you have a conversation, truly focus on the person you’re talking to and that interaction and this will enhance your relationships and model good practice to others.
2. Be authentic: To power up your leadership, be human, be real. Being real is beyond the authenticity message of being yourself. It is being vulnerable. The fastest way to connect is through shared experiences and pain. Real leaders build trust quickly by sharing themselves.
3. Create psychological safety: Creating a psychologically safe environment is one of the most important things leaders can do to improve talent recruitment and retention within their organizations. Through coaching and training you can create a culture where it is safe for people to fully be themselves.
4. Empower your teams to find their superpowers: Powering up your leadership means empowering your teams to find their superpowers. When teams truly lean into their strengths and delegate their weaknesses, amazing things happen.
5. Make space to think: One of the most important functions of a leader is to think, and to plan the direction, structure and culture of the organization.
6. Get to know your team : For today’s leaders, one style definitely does not fit all. “In a world of hybrid working, belonging and wellbeing are critical priorities. That means getting to know each team member individually, recognizing their individual needs and becoming a facilitator who supports unique talents.
7. Keep evolving: Most leadership advice is derived from leaders in large, relatively stable companies. Most directors exist in small companies, however. For these small companies, growth requires leadership styles that evolve to suit the business stage. Moving from the growth to the scaling phase requires another change, as leaders become more process-focused, building the systems that enable others to operate without constant senior involvement.
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