Every organization has its fair share of leaders that are helping teams grow.
High-level employees know that influential people within different departments are the key players within the organization that’ll cause positive change throughout the company.
As in any group, there are leaders and there are followers. It’s important to know what motivates the leaders and what ensures that they can stay on top of their game to push others to success.
Creating a managerial team consisting of ‘true’ leaders is a daunting task, as there are many different personality types and intricacies within every group that make it tough for leaders to stand out as the true outlier within their group.
So to understand how to build a leadership team, one must first tap into the brains of a leader and understand what motivates them.
A good leader can come in many forms. The introvert with brilliant ideas, the extrovert who can convince others, or even the relentless workhorse that has an abundance of passion.
Whatever the archetype may be, the benefit of having a great leader is their ability to motivate others. As long as they are a perfect fit within the group that they’re working with, they can cause employees to love their job. Thus, leading them to become engaged employees that will become ambassadors for the company down the road.
There’s also one thing that you should know, though: the best leaders want to win.
Morale and attitude will reflect leadership, and creating a winning team starts with the person who is willing to go all out to get a win and instill a winning mentality in others. No matter how big or small, a win always makes people feel satisfied with their work.
Great leaders will do their absolute best to be three steps ahead of the competition and, more importantly, inform their teams on how they can beat a competitor.
Upper-management has to look at the people holding leadership positions, or tend to lead the pack, and see if they are inspiring others and getting the most out of people.
Those are the people that want to see your organization reach new heights and make sure that their department is innovating and finding new ways to keep getting better.
What are you looking for? A good manager or leader? Is there a difference? A lot of people would argue that yes, the two positions of power differ quite significantly in, well, just that: How they apply this power. One exudes the power to oversee, control and administer whereas the latter is said to empower!
One of the worst things a ‘leader’ can do is accept all the credit for a group’s work and not recognize others for the group’s success. This class of leader is the kind that will likely to throw everyone under the bus if everything went bad.
If someone with bad qualities is given a position of power, they’re likely to demotivate and disengage their employees.
Nothing will kill an organization faster than people working for a person that they can’t stand. Though it is possible to coexist and work alongside people that are in conflict with one another, working with a leader that isn’t trustworthy is absolutely horrible for retention.
Don’t let these people destroy your organization and make sure that you understand the psychometric build up of the people that your company may be giving an important role to. The last thing you want is a bad promotion or hire messing up your organization.
To find out who are your best leaders, you have to look at what defines success within your organization. Better yet, what goals do you want groups and leaders to achieve?
The more wins, the more success, the better it is for your organization as a whole.
Once the definition of success has been clarified, it’s vital to get in the head of your leader and make sure that they understand the importance of the task and how it coincides with the success of the organization as a whole.
The best don’t get called the best because they remain stagnant. So after a while, give them the autonomy to reinvent themselves and come up with bigger goals for themselves and their teams.
So remember, for a team to be successful, they have to go back and define, achieve, and then master goals. When all’s said and done, just keep on going and get bigger and better.
This kind of mentality is what some of the best entrepreneurs and leaders believe in. It’s what helps them overcome adverse situations and allows them to lead their teams to prominence.
When researching leadership style models, it can get quite confusing as to which ones to apply. Leadership models may vary in the names they use to describe each of their styles and in the quantity of styles they offer, and this can get quite baffling.
A team’s success will often revolve around the goals that managerial staff and its key players set for their teams. When there is a clear goal in sight, both parties will do their best to make sure that others have the ability to accomplish them and even do more.
Setting Key Performance Indicators, or KPI’s, as a performance measurement system will make it easier for leaders to come up with the goals for people to reach.
KPI’s can be as simple as quantifiable goals, such as metrics or numbers, that an individual or team can reach. It’s best if you have KPI’s that are dedicated to specific positions or people, that all reflect organizational goals.
This ecosystem of goals and goal completion within a workplace will allow people to not only come out as leaders but develop their leadership abilities. People will have to delegate and work alongside others in order to complete bigger goals.
Whatever the goal or performance management system you want to implement in your workplace, it’s vital to clarify any specifics and be transparent with everyone. Without direction, things tend to get lost, so make sure to be as clear as possible when coming up with a plan.
Make sure that your organization has the right leaders in positions where they can accomplish more. After that, group leaders together to make sure that they are working with one another and setting different objectives that will help one another.
More importantly, don’t think of followers as a bad thing!
They are the workhorses that makeup the company that will work alongside leaders. The most important thing is to always recognize these people since without them; there is no company.
Not everyone is an innovator, entrepreneur, manager, or leader. But if you can hire the right people to be leaders and have them work with other great leaders, it creates room for better synergies between departments and a whole organization to function better.
So make sure your organization has the right people leading the way and that they’re doing great things to keep it moving.
“Are leaders born or made? ” This age-old question, which is a little too black-and-white, may have a whole lot of gray. Could it be that some people are born with certain leadership predispositions, an innate leadership blue-print to build on…yes! At the same time, there should exist those who lack these inborn leadership characteristics.
What is your organization doing to build better leaders? Let us know in the comments!