Tag Archives: Genuine Leadership

6 Key Steps To Becoming The Best Possible Leader

Although, many seem to seek, a position of leadership, few become the best – possible leaders! After, over four decades, of involvement, in nearly, everything, involved, with leading, from identifying and qualifying, to, training, developing and consulting to thousands of actual, and/ or, potential leaders, as well as, serving, personally, as a leader, on several occasions, I realize, one of the reasons, for this apparent, lack of/ dearth of, genuine leadership, is, far – too many groups, ignore (or fail to recognize), the importance of taking, seriously, consistently, using, a customized, professionally – designed, training program! With, that in mind, this article will attempt to, briefly, consider, examine, review, and discuss, 6 key steps, needed, to becoming, the best leader, possible.

1. Know, and understand, the organization’s niche, history, heritage, etc: A smart, first – step, is to fully understand, the specific organization’s niche, history, and heritage, and its relevance, in – terms – of, what matters, most, in the shorter, and longer – terms! Without this knowledge, and understanding, how can any leader, hope to, and/ or, expect, to get – through, to his past, present, and potential stakeholders?

2. Identify the group’s strengths, and weaknesses: What are the specific group’s strengths, and weaknesses, and what are the causes/ reasons, for this? How can every strength, be effectively, used, to its maximum potential, while comprehensively, addressing, areas of weakness, and/ or, potential areas? What are the obstacles, and which, may be transformed, to an obstacle, rather than a problem?

3. Expand your personal comfort zone: Wise, effective leaders, proactively, expand their personal comfort zones, rather than limit themselves, by considering, only, the same – old, same – old, approaches, etc! It is essential to put service and representing others, ahead of any personal/ political agenda, self – interest, and/ or, protecting his comfort zone!

4. Listen effectively/ learn/ Empathy: Only, when one, effectively listens, and learns, from every conversation and experience, and gains greater, relevant, expertise, with the objective of obtaining better judgment, and, hopefully, wisdom, his potential to be a better leader, is enhanced! Great leaders proceed, with genuine empathy, and use it, to determine their emphasis!

5. Strategic and action plans: Great leadership requires knowledge, experience, commitment, and discipline, and realizing, strategic planning, is essential, to making a difference, for the better! This must then, be transformed, to perceiving and conceiving of, creating, and implementing, the finest – possible, action plans!

6. Articulate an inspiring, motivating message: When one uses the first – five steps, and then, proceeds, to articulate, an inspiring, motivating message, he maximizes his chances, to become, the best possible leader!

Do you want to become a great leader? Are you up the necessary tasks, etc?

Richard has owned businesses, been a COO, CEO, Director of Development, consultant, professionally run events, consulted to thousands of leaders, and conducted personal development seminars, for 4 decades. Rich has written three books and thousands of articles. His company, PLAN2LEAD, LLC has an informative website http://plan2lead.net and Plan2lead can also be followed on Facebook http://facebook.com/Plan2lead

Article Source: https://EzineArticles.com/expert/Richard_Brody/492539


How to Create Employee Leverage by Maximizing Their Leadership Potential

When you think of a leader, what image or person comes to mind? Is it the President of the United States (POTUS), your pastor, military member, corporate executive, principal, football coach, teacher, or could it be the little elderly lady who has spent years mentoring girls from broken homes? How you answer this question depends upon your definition of leadership and the characteristics that you believe leaders should possess.

After examining much of the literature, I elected to define leadership as “The ability to influence the behavior of others to the extent that they are willing to engage in activities that promote accomplishment of the organization’s mutual goals and objectives.” The key word is influence. Having the ability to influence, motivate, or change another’s behavior to achieve a common goal is the ultimate objective.

As leadership development continues to evolve, senior leaders must be able to maximize their employee’s productivity by unleashing their leadership potential. Senior leaders must be able to influence the leadership development behavior of their team. There has to be a reassessment of how future/emerging leaders are groomed and developed. In order to accomplish this objective, I propose that senior leaders consider the following:

1. What would happen if the question surrounding one’s leadership lineage became obsolete?

2. What positive outcomes would occur if organizations would change their perspective on the pedigree and demographics of the employee and begin focusing on the leadership potential within that employee?

For years, leadership theorists postulated that leaders possessed certain traits. They depicted key behaviors, or responded to situations in a way that characterized leadership. Some advocates even suggested that if you were born into a certain family, then you automatically possessed a certain degree of leadership potential. However, as time progressed paradigm shifts began to occur in the thinking and logic of many theorists.

As a former Senior Executive Service (SES) member with the Department of Defense, and a retired Air Force Colonel, I have served in numerous leadership positions. With a combined 30+ years of information technology, leadership and management experience, I believe-no I am convinced that there are many people with latent/undeveloped leadership potential. They possess an inherent degree of undiscovered leadership talent. Unfortunately, sometimes, their leadership potential lies dormant and simply requires an external source to “coach” them through their leadership journey.

I have worked in many organizations where some employees were literally regulated to performing certain tasks because they were not deemed “leadership material.” Yet, on numerous occasions, history has proven this strategy flawed. When given the opportunity, many of these individuals excelled in leadership roles. Therefore, organizations destined to win must continue to invest in leadership developmental programs that augment and enhance an employee’s professional growth. I often encourage senior leaders to practice seeing beyond the present. Is this individual a hidden leadership gem just waiting to be discovered? What are you doing to enable that individual to grow and develop as a leader?

In summary, I believe that the art of genuine leadership is developing the next generation of leaders. Therefore, as senior leaders, we must look beyond pedigree and expand our development of future leaders across the board. We must continue to motivate our team members to elevate their potential. Additionally, we must encourage our employees to collaborate and partner with the leadership potential that resonates inside of them, so that they can reach the leadership destination that is before them.

For more information on this topic, please check out the book, “The CORE Leadership Development Model” and visit my website at [http://www.m2gleadershipbiz.com].

Article Source: https://EzineArticles.com/expert/Mary_M_Gillam,_Ph.D/1488863