“Focus on Results
Two elements, Focus on Results and Interpersonal Skills, require that Character and Personal Capability be in place, but it appears to make no difference which of these two components comes after that. Indeed, there exists a remarkable relationship between these two components of leadership. Here are some of the ways:
-Establish stretch goals for their people
-Take personal responsibility for outcomes of the group
-Provide ongoing feedback and coaching to their people
-Set loftier targets for the group to achieve
-Personally sponsor an initiative or action
-Initiate new programs, projects, processes, client relationships, or technology
-Focus on organizational goals and ensure that they are translated into actions by their departments
-Operate with speed and intensity
-Champion the cause of a customer
-Balance long-term and short-term objectives
The companion set of skills to Focus on Results required for effective leaders is ‘people skills’ or Interpersonal Skills. These are extremely important to the success of any leader, especially since the demise of ‘command and control’ styles of leadership. Interpersonal Skills includes more ‘differentiating competencies’ than any other cluster.
What are specific skills required of a leader with strong interpersonal skills?
-Inspiring others to high performance
-Building positive relationships with others
-Developing the skills and talents of subordinates
-Working in a collaborative manner with others
-Being an effective team member
-Recognizing and rewarding the contributions of others
-Being open and receptive to new ideas
-Responding positively to feedback
-Effectively resolving conflicts within their own department, and with other groups outside
-Influencing people upward in the organization, in addition to peers and subordinates
-Building the self-esteem of others, giving positive indications of their ability to succeed
-Teaching others in a helpful manner
Leading Organizational Change
What are the specific skills required for leading organization change?
-Has the ability to be a champion for change in the organization
-Leads projects or programs, presenting them so that others support them
-Is an effective marketer for his or her work group’s projects
-Has a strategic perspective
-Knows his or her work relates to the organization’s business strategy
-Translates the organization’s vision and objectives into challenging and meaningful work
-Takes the long view; can be trusted to balance short-term and long-term needs of the organization
-Connects the outside world with internal groups
-Represents work group to key groups outside the group or department
-Helps others understand how meeting customers’ needs is central to the mission and goals of the organization.
An excellent list for comparing your past, and current bosses. An overall grade of C would be my estimate for past bosses of mine.
Another excellent use of the list is to compare yourselves against these lists, and/or ask a trusted confident to give you feedback on you vs. the list.
Next: The Extraordinary Leader
Turning Good Managers Into Great Leaders