When I do seminars on leadership (my favorite topic and the most requested), I am often asked what are the qualities of a successful leader? In asking others what they seek and desire in leaders, the answers are as varied as the weather in Florida. So what do you look at in qualities and why? In my studies I also find
it depends on many variables such as type of position and industry,
level of workers and leaders, and more importantly how involved leaders
are with their teams. A few of the top qualities include honesty, a great listener, effective communicator, a sense of humor, believable, passionate, fairness, trustworthy, and of course decisive. Those that have followed my blog know I have written on this topic before, however, a recent discussion I had a with a friend raised my interest to write on this further. I received a call from this person saying my name came up in a seminar when a question was asked, "Have you had a leader you admired and you felt really listened and cared about their subordinates." Two people I had previously worked with responded and I was told the response directed at me. Talk about raising my spirits when i got the call. Thanks Bryan and Travis, I also admire and have a high degree of respect for you as well. Let's look at a few of the more subtle but equally important qualities.
Sense of Humor - Yes, and I don't mean able to tell a joke! Being able to laugh and sometimes at themselves, able to use humor effectively and taking into consideration sensitivity issues, and making the work environment fun in a motivational way. I remember one time challenging my team at a property to getting forty leases in a month, a feat that had never been achieved at this particular site and a goal many thought unachievable. Well, after first showing them how it could be achieved by how it was presented (not just presenting it as forty leases but less than 1.5 leases per day an amount that was possible), I offered part of the prize for me to stand in front of the property in a banana costume holding a sign saying, "We have apartments with appeal!" As soon as I said what I would do the first question was "for how long?" I said I would do it for two hours, and the Assistant Manager said, "Give us three hours and we'll hand out bananas to guests." Needless to say, I look great in a banana costume and the team exceeded the goal by doing forty two leases. One of our greatest leaders known in time was Winston Churchill, and he was known for having a sense of humor. At a dinner one night he was telling some let's say sensitive jokes to which one lady at the table took offense to. The lady said, Mr. Churchill, if I was your wife I would consider putting poison in your drink. Without missing a beat he turned to the lady and said, "Madam, if I was your husband I would drink it."
Being Decisive - Teams will follow a leader who is not afraid to make a decision, and will not follow someone who indecisive. Making decisions is critical, and the end result making decisions that the team can relate to or understand is equally important. Providing the "why" in addition to the "what" develops an understanding of the rational behind a decision, especially one that might not be accepted by the team without it. Leaders make decisions all the time, however, seldom share the why behind it. This can create a misunderstanding of a task or goal, and not allow for acceptance of what is to be done. We need to get forty leases this month. Why? Well with having a higher number of lease expiration's and an above average number of notices, this will allow us to meet budget and maintain our chances of meeting bonus. Now they understand the why behind the what.
Willing to share the glory - Too often leaders or managers are quick to be critical, and slow to share praise or not praise with sincerity. If someone is doing a good job let them know it and share it with others, and equally as important praise quickly. Be specific about the praise by telling them "specifically" what they did well and ask them what they believe were key factors in doing the job well. You probably will learn about what motivates them, and they will also take away a feeling you are truly caring about accepting input related to the task. By asking questions and being specific about the accomplishment, a team or team member will accept praise as sincere and believable. If we constantly just say, "good job" without specifics, after while they will look at the praise as simply lip service.
Able to listen effectively - Team members want to know you are listening, and listening with understanding and compassion. There is an art to listening as a leader and I hear way too often, "We think they are listening but nothing is ever done or they really don't care." Acknowledging you are listening, repeating what you heard to create understanding, and helping them understand your limitations in what can and cannot be done will develop a path where they know you are listening and not just being a sounding board. Listening also means asking for feedback and sometimes their input on solutions. None of us knows all the answers and others just may have a better solution. My wise and wonderful Father once told me, "Knowledge is not knowing the answers...but knowing where to find them."
I could write for days on this, however, everyone looks at leadership differently. What I hope to generate from this is discussion and thought processes related to what you look for and why, then share it with others. Now go lead!
