What comes to mind when you think of a good leader? Who comes to mind as the best leaders you have worked for? What made them good?
When I think of the best leaders I have worked with and for, they were all authentic and purpose driven. They were also intelligent, inspirational and challenging. But most of all, they genuinely cared about the well-being and success of the employees and the company.
In developing as a leader, there are competencies and attributes essential for fostering a culture focused on achieving results, serving customers, and creating effective teams and partnerships. These competencies are the skills, behaviors, and attributes that enable leaders to effectively guide teams, drive organizational success, and adapt to complex challenges. Leadership competencies often include strategic thinking, decision-making, emotional intelligence, communication, and the ability to foster collaboration and innovation.
The Office of Personnel Management of the US government established qualification criteria for leadership competencies and defined them as ECQs: Executive Core Qualifications. Their model buckets these qualifications into 5 core competencies:
- Leading change
- Leading people
- Results-driven
- Business acumen
- Building coalitions
Defining the competencies important to your company and assessing leaders based on these competencies is essential to ensure that individuals in leadership roles are equipped to handle the demands of their positions. Identifying strengths and areas for development not only builds stronger leaders but also aligns leadership skills with organizational goals, driving overall performance and fostering a culture of continuous improvement.
In addition to competencies, there are styles of leadership. In the article, “Learn the 7 Distinct Leadership Styles,” Hannah L. Miller defines the following styles:
- Style #1 - Servant Leadership
- Style #2 - Democratic Leadership
- Style #3 - Autocratic Leadership
- Style #4 - Transformational Leadership
- Style #5 - Transactional Leadership
- Style #6 - Laissez-faire Leadership
- Style #7 - Charismatic Leadership
I align most with Style #4 – Transformational Leadership. I tend to focus on the big picture and purpose-driven objectives. I encourage a strong team, providing growth and development opportunities… and don’t beat people up for mistakes as that is how we learn.
Understanding your leadership style – both your strengths and blind spots – is key to becoming more effective. Through knowing how and why you do what you do, you are able to understand your effect on your employees and team as well as to adapt your style when needed.
Developing as a leader involves both your skills and your approach. Leadership competencies – the skills, behaviors, and attributes – serve as a roadmap for your personal growth as a leader. By focusing on these key areas, you can become more self-aware and set actionable goals, track progress, and continuously refine your approach to inspire both yourself and those around you.
Recognizing your approach or leadership style allows you to leverage your natural strengths, which ultimately enhances your effectiveness. Be sure to acknowledge the weaknesses in your style and seek resources, mentorship, or training where you need it.
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