What is it that makes a great leader? Does leadership come from something one has been born with or something that is developed?
When asked to describe what makes a good leader qualities like visionary, tenacity determination, and passion are the most prominent. These traits are important but are not sufficient for a great leader. Oft, the soft abilities, which are also important, are not included on this list.
While some degree of technical or analytical ability is essential for success, many studies have demonstrated that emotional intelligence could be the primary attribute that separates exceptional leaders from those who only have a basic understanding. Here are a few of the traits that outstanding leaders display.
EARNING THE RESPECT OF THE TEAM
The ability to show respect, empathy, and concern for others regardless of age is an essential characteristic of successful leaders. The ability to earn respect is essential for building relationships with others. Being compassionate allows a leader to get into the emotional state of an individual to establish deeper bonds. Combining these two traits can help leaders achieve success and develop trusting and strong relationships with their colleagues.
DECISIVENESS
The ability to make the most appropriate decisions in real-time is an important skill for any leader. The ability to make quick and clear decisions based on the right quantity of data. In addition, effective leaders can make decisions that are clearly defined and binding.
DESIRE TO LEARN
Many leaders will certainly need to navigate unfamiliar areas at least once during their careers. Due to this, they must believe in their gut and draw from their past experiences and the wisdom of others to help guide them. Successful leaders know that there’s always something they can learn from whatever they’ve experienced previously. They are curious and have an open-minded mindset that allows them to identify current issues and draw upon their past experiences to make quick decisions.
PUSH OTHERS TO BE THEIR BEST
Leaders who are great challenge others to be the best they are. While doing so they provide the opportunity for individuals to grow both within and out of their comfort zones. In the end, the essence of leadership isn’t about who’s boss but ensuring that the team focuses on their goals as well as keeping them engaged and encouraging them to be the best they could be in achieving those goals.
GIVE GUIDANCE
A successful leader does not take on leadership through the use of force. Instead, a good leader inspires others. They show leadership by example and know when to aid someone who may struggle, but without directly leading them.
CAREFUL LISTENING
Communication skills are crucial for any leader to be successful. They must be able to read other people’s words correctly and not take their words as personal. They must also be able to facilitate collaboration between teams and set an open-door policy. Ovik Mkrtchyan
ARTICULATE THE VISION
A leader with a great reputation can see clearly and has a strong concentration on the business as well as its employees. They are strategic planners and believe in collaboration. They assist people in achieving their goals and aren’t shy to work with those who are better than their own. Ovik Mkrtchyan
ABILITY TO EMBRACE FAILURE
No matter how much you try to stay clear of the possibility of failure, they will happen. Successful leaders accept it as a part of their routine and view it as a learning opportunity. They can remain calm, see the situation through multiple eyes and think logically about the scenario. What they don’t do is fall apart and share their worries and fears, which could cause depression, fear, and lower morale in the group.
REMAIN HUMBLE
Some belief “humility is weakness”, but the two terms differ in many ways. The word “humility” does not mean letting go of your self-worth and being aware that people are better off when surrounded by the praise and being able to think rationally about what to keep in mind when presented with suggestions. Humble people have more ambition than everyone else, however, their ambition is not solely for their own sake and is for the benefit of the entire group.
KNOWING HOW AND WHEN TO DELEGATE
Effective leaders recognize that delegation is more than just reducing their stress levels. Giving others the ability to manage their tasks shows confidence in the capabilities of the team that in turn leads to an increase in morale at work as well as trust from employees. The employees want to feel respected and respected.
Warren Bennis, a management expert, once stated “Being a leader and being yourself are synonymous; it sounds easy, but it’s also hard.” The benefit is that the traits of leadership are a skill that can be learned, developed, and improved as time passes. Continuous practice and awareness help to build these leadership abilities. Also, it requires regular and honest feedback from your team as well as self-reflection, and taking action upon feedback that receives.
Using Informal Learning to Empower Employees
Teachers often mention that learning continues for the rest of your life. It doesn’t end when one begins to work in the world, either. Participating in conferences, workshops, and networking events is a fantastic way to gain insight from colleagues in the field and broaden one’s horizons. But from an organization’s perspective, these programs for learning and development are costly. Most importantly, it may not provide value for employees.
When it comes to establishing budgets for training, there’s no doubt that it is in the middle of your management’s priority list. But that doesn’t necessarily mean your staff has to be denied opportunities to learn and develop. There are many ways that your employees can learn new skills. This is generally known in informal education.
According to the definition given by the Training Industry, informal learning is described to be “learning that occurs away from a structured, formal classroom environment”. It can take many types – self-study, reading articles, taking part in online forums like TED talks, or participating in coaching sessions. In essence, informal learning allows employees to establish their own goals for learning and goals.
ON THE PLUS SIDE OF INFORMAL LEARNING
The advantage of informal learning is that it gives the flexibility employees require. Every person learns differently and has different methods to learn. Instead of having a one-approach-fits-all, organizations can consider providing a suite of learning and development initiatives. Employees could then choose and enroll in courses that interest them, as well as attend webinars or conferences which might be appealing to their interests. This way, instead of waiting for workshops or seminars to schedule through the HR department employees can just browse for what is most important to them and decide to go for it.
ON THE DOWNSIDE OF INFORMAL LEARNING
The reason that informal learning might receive a bad rap within certain organizations is because of it being unable to meet its potential. Since informal learning implies that employees are in the majority accountable for their learning as well as development could quickly fall to the bottom of their list due to the pressures of their daily work and work.
Does leadership come from something one has been born with or something that develops? In the same way, it’s easy to offer an abundance of online classes or events that employees can enroll in. However, do they have a clear idea of what they require? Some employees may prefer to stick to their zone and register for courses or content they have already read.
However, there are ways that both employers and employees can stay clear of such dangers. Providing employees with useful sources for reliability. Also, helpful educational content is an effective approach to lead employees to the right place to start their path to learning. While at the same time the top management. Also, supervisors are encouraged to let employees share their most loved courses or content so that others can also benefit. It is also essential that organizations create an environment of learning where employees. Also, managers are aware that their choices in learning are supported by giving them time to take these learning and development classes.