Successful leaders follow a number of principles like:
- When principles are tested, they refuse to compromise
- They lead with purpose, meaning and values
- They build enduring relationships with people
- They are more interested in empowering the people they lead to make a difference than they are in power, money, or prestige for themselves
- They show genuine desire to serve others through their leadership
Leadership is about people and leaders need to understand well key aspects of human skills and behaviors. It is people that either create or destroy value and it is essential to know how to lead to create value.
So whether you are leading a manufacturing company, a bank or a governmental department the differences apply to only about 20% of your work. The 20 % difference is related mainly to cultural and other specific issues related to the industry in concern. The leaders of all successful organizations spend about the same amount of their time on people issues and the people issues are almost always the same.
If leadership is about people, we can do much better by learning more about people’s strengths, team behaviors/best roles and aspirations. Knowing more about these attributes enables to have the right person in the right job for both individual satisfaction/growth and company growth/positive results.
Knowing more about their concerns and worries, personal ambitions and family circumstances-improves your leadership profile as people feel that you care about them. If the team members and the leader know well what they are good at (strengths) and what they love to do they can reorganize their time and activities to focus on what they love most and do best. When you do this, their fulﬁllment and effectiveness goes up, and their stress and struggle goes down. In fact if the principle of allocating the people to roles where they use their strengths and they enjoy what they do is applied to a number of Individuals working together as a TEAM then we can reallocate the various activities to the right person and by supporting each other we can bring the whole Team in high performance levels. To do that we only need to know the individual profiles (strengths, challenges and best roles in a team context) of all the Team members.
We trust people, not rules or procedures and team members deliver the most value to the business when they not only feel trusted by their leaders to complete their tasks but they have roles/functions in line with their strengths and what they love to do.With people satisfied with their jobs, organizations can achieve very impressive results as the list below describes:
– 43% greater productivity (Hay Group)
– 33% higher profitability (Gallup)
– 37% increase in sales (Shawn Achor – Harvard)
– 300% more innovative (HBR)
– 51% lower staff turnover (Gallup)
– 66% lower sick leave (Forbes)
– 125% less burnout (HBR)
Consequently it is leaders who energize people and create a culture of high performance through Trust and Empowerment and this is only enabled when leaders devote time to know well the strengths and best roles of their Team members as well as make the effort to allocate the right people to the right jobs consistently. And this is what great leaders never forget!
Thank you very much and I welcome questions and/or remarks.
Mike Mastroyiannis is a Business and Executive Coach as well as Innovation Management Consultant for among others Tansformational Leadership and Business Transformations. He has served as CEO of business units in Multinationals, founded or lead start ups and serves in advisory boards. He can be reached through LinkedIn or email @ firstname.lastname@example.org or