‘Practice-What-You-Teach? Leadership Inspires Teams (Human Factor)

Do you know someone who performed really well in his or her position, resulting in a promotion, and then leadership problems began? Many of us began our careers as entry-level employees of organizations. Through consistent hard work, long hours, doing what was asked of us, and solid consistent performance, we climbed the career ladder – advancing into management and leadership roles with little (if any) training in how to be an effective leader.

Given that all too familiar scenario, how do leaders know how to lead?

First let’s agree on “what is leadership?” Leadership is one of those terms that conjures up a different picture in almost every mind. Let’s take a moment to define leadership so we are all working with a common picture.

In today’s world of quick Internet searches, the term leadership brings up a host of definitions and leadership theories by numerous experts. Most agree that leading, in a general sense, is about influencing someone in some way. Given that consistent belief, I propose this definition from BNET.com Business Dictionary: “Leadership is the capacity to establish direction and to influence and align others toward a common goal, motivating and committing them to action and making them responsible for their performance.”

As I read this definition, I kept returning to a question that I am often asked, and one that I often ask others when conducting leadership development training: “What traits are common among effective leaders and what helps leaders influence and gain credibility?

Many professionals I visit with about leadership skills are often seeking that single trait that they believe will make them a successful chief officer, vice president or director. However, there is no one silver bullet.

Leadership requires numerous traits and lots of practice. Employees want a clear direction and clearly communicated expectations, up front. They want honest and routine feedback from their leaders. Feedback – through clear and direct communication of good and bad news, performance discussions and regular check-ins – signals to employees that leaders care.

Most employees expect access to their leaders. They want to know their leaders are experts in the business and have a pulse on the organization, that they seek input from others and are not just behind a desk detached from what is taking place around them. Employees seek leaders who are willing to make courageous decisions even when the decision is unpopular.

We all seek individuals that can excite us into action. Effective leaders foster teamwork, and motivate everyone through coaching and developing.

Leaders are willing to challenge all employees when their commitment to company culture or mission wanes, or their individual performance or quality of work product slips.

Yes, they even address those “star performers” who excel in one aspect of their job but leave a wake of issues and people around them because of their poor attitudes and behaviors.

Individual success doesn’t override the commitment to company culture, team atmosphere, and relationships with others in the organization. Leaders are also champions of change.

They keep a focus on the future and are typically seeking new ways to make things better and new ideas to drive the company forward.

Employees are constantly looking for and critiquing leadership skills. In order to help solidify credibility and to influence, it is critical to understand that leaders must have more than the trait, you must have actions that reenforce and demonstrate those leadership traits.

I participate in a CEO Forum and recently our group read “Fierce Conversations” by Susan Scott, where she writes about identifying the gap between what we think are the “official truths” about our organizations, teams, or even our leadership behavior versus the reality of the “ground truths.”

Just saying it is so, doesn’t make it so. As a leader your actions must support what you are trying to accomplish. Remember you are 100 percent accountable and your team is watching, wanting and awaiting your leadership.

Now go practice!

(Don Marr is the owner and president of HR Factor, a human resource consulting company. Don has over 20 years of experience in HR and his firm provides human resource consulting and outsourcing services along with executive/professional placement and outplacement. Marr may be reached at 479-845-2800.)