Let us share with you a perspective that is intended to encourage important leadership reflection. Whether your are a leader with or without employees reporting directly into you – this reflection offers good insight and perspective as to what you might want to start, stop and/or continue doing as you evolve in your leadership role.
Ask yourself:
- Am I viewed as an inspirational leader in the workplace?
- Do I model the qualities, attributes, skills and competencies of a high performing leader in the workplace?
- Do I inspire and support my team and/or colleagues to stretch themselves consistently with the hope and expectations of high performance results?
- Am I an effective and engaging coach capable of sharing with team members and/or colleagues what they need to hear versus what they would like to hear?
- Do I provide balanced and meaningful feedback that leads to a positive shift in actions, competence and/or behaviours?
- Do I operate from a level of trust that is respectful and appreciated or do I hover over others like a helicopter rather then letting folks do what they do best – their way?
The role of a Leader can be exciting, engaging, rewarding and yet at times a bit challenging. It can keep us awake at night because of our deep rooted commitment to team members, colleagues, your leader, clients etc, however at the end of the day we are positioned and empowered to make decisions that can positively influence employee self esteem and competence. Many of us are doing it and sadly some are not with reasons that stem from able and unwilling to unable and willing – to name a few.
Check yourself in terms of leader effectiveness and circle back to our original question, leaders would you follow you in the workplace given your preferred leadership style?
We have had the pleasure of working closely with many leaders from the top of the house to the frontline and we often ask our clients to share their response to this very question. The intriguing dialogue often yields a warm smile and series of engaging responses that range from’ I would absolutely follow me’ to ‘follow me not a chance’.
This thinking document as mentioned earlier is to offer some reflection. If your responses to the statements above yield an overwhelming series of ‘yes’ responses, that’s great and hopefully good validation for you. If your responses were mixed, take the time to reflect on what you want to stop, start and/or continue doing.
Consider asking the same question of others and have them share their rationale with you and of course do the same in return as you begin to explore this important question once again; Leaders, would you follow you?
I have revisited this very question many times over my 25 year career and there were moments quite early on when I too thought ‘not a chance would I follow me’ however today I would say ‘absolutely and without hesitation’ which is the response I hope is where many of our readers will arrive at as they reflect on this important question and thinking document.
If you would like to engage in a leadership and/or team leader assessment to learn more about your leadership effectiveness, we would be delighted to assist you and/or your leadership team.
For more information on how to enhance your leadership competences, confidence and capability, we invite you to contact [email protected] or [email protected] or call us directly at 416-873-8819.
