Effective Leadership

There are a lot of things that can make or break your business.  It can be the market, the economy, your competition, slow sales, high costs or so many other factors.  But, above all, you are the root of your company’s success or failure.

It can be easy to point to everything else when a company flops.  When a company succeeds, it is almost always attributed to the leader of the organization.  They’re celebrated and featured in the media.  People talk about how they made it.  But, the leader of a company can also be one of the primary reasons why a company fails.

This is not a business truism we typically hear about or learn in business school.  But, I believe that it is one of the most factual realities of being an entrepreneur and leader.  Good or bad, there’s an inherent root to your company and it’s the person you look at in the mirror.

Great leaders know this and they continuously work at how they lead their organizations.  At the foundation of every successful leader is their leadership style.  Leadership style is ultimately how you run and drive your business.  What makes a business rise or fall always starts with you.

Everyone has a leadership style, whether they’re conscious of it or not and whether or not it’s intentional.  It is the way you construct your company and teams, how you create its products, how you sell and every other aspect of your business down to the smallest detail.

The leader you are has a ripple effect that radiates through your business and your employees—into the market and to your customers, vendors and stakeholders.  It can go even further than this.  It is highly contagious.  Whether you like it or not, you are either spreading rainbows or spreading thunderstorms—sometimes both.

Leadership style can be both “nature” and “nurture.”  Many leaders work to develop theirs; many do not.  It is not something you can fake.  I find that people can always detect the real leader you are.  They may even detect the leadership in other people at your organization; just because you’re the CEO doesn’t mean that you’re the leader.  When you look at how your company is doing, I recommend that you look at your leadership style and how you are leading.

Try to create an environment and culture where people can use their talents and gifts and do their best work, where everyone feels comfortable giving their ideas and perspectives.  By helping people get to the best in themselves, it benefits everyone, including your organization.

There are other leadership styles that great leaders subscribe to.  What fits you as a leader will be both inherent and intentional, and entirely up to you.  I see too many leaders, though, use fear and intimidation or treat employees poorly.  They work by the adage that everyone is replaceable, to “fire fast and hire slow.”  I haven’t seen this to be very effective.

When employees are unhappy or unfulfilled, it will ultimately impact your business, products and even your customers.  Poor leadership, bad work environments and cultures cripple organizations and hinder their success.  This can be corrected.  But it begins with the leader.

You won’t get the most out of your talent unless you work at it, too.  It’s like a muscle.  If you don’t use it regularly, it won’t be as strong.

It can be a lot of work and can take a lot of time, intention and consideration.  But, it is more than worth it.  Develop your leadership style.  Work at it and be conscious of it in everything at your company.  It’s when you’ll see the real magic happen.

Simply performing well on assigned tasks was not enough to stand out in a hectic workplace.

One day in a meeting, I noticed a colleague, Emily, who I felt possessed incredible potential as a leader.  She consistently delivered exceptional results and had a keen eye for detail.  However, she seemed to fade into the background, overshadowed by more outspoken team members.  Like me, she wasn’t showcasing her true potential, so I invited her for a virtual chat.

During our conversation, I was able to extract valuable insights and ideas from her that she hesitated to share in a larger group setting.  Recognizing her expertise and unique perspective, I made it a point to amplify her contributions during subsequent team meetings.  By investing in relationship currency, I not only helped Emily gain visibility but also fostered a collaborative environment that allowed both of us to shine.

As time went on, I witnessed Emily’s confidence grow.  She began advocating for herself and others, showcasing her work and the impact it had on the team and the organization.  By building strong relationships with our superiors and championing the work of her colleagues, Emily positioned herself as a valuable asset and a leader who was invested in the growth and success of the team.

Emily’s transformation serves as a powerful reminder that success lies not only in our individual achievements but also in our ability to create a supportive and thriving environment for ourselves and those around us.  Additionally, by sharing our stories of growth and success, we can inspire others to embark on their own leadership journeys and pave the way for a future where potential is recognized, relationships are valued, boundaries are respected and advocacy is celebrated.

There are three simple strategies you can follow to help you and your people progress professionally and fully realize your leadership potential:

(1) switching from performance currency to relationship currency,

(2) establishing boundaries around low-value work and

(3) speaking up for more of the work you desire.

Strategy 1: Move from performance currency to relationship currency.

People are frequently first evaluated based on their performance currency, or how successfully they complete assigned tasks.  While this is crucial, it is also crucial to invest in relationship currency, which entails forging close ties with those who are close to you.  You can effectively demonstrate your leadership potential by making your credibility known to the appropriate people.

You might, for instance, invite a coworker to join you for a virtual cup of coffee or a recognized leader to lunch.  These modest actions can go a long way toward building rapport, encouraging collaboration and increasing your organization’s visibility.  Remember that sometimes your work won’t speak for itself, so it’s important to actively show your leadership potential through relevant connections.

Strategy 2: Set boundaries around low-value work.

You can prioritize tasks that are in line with your capabilities, areas of expertise and career objectives by establishing boundaries around low-value labor.  Inform your superiors of your goals, the contribution you can make and your readiness to accept more difficult and fulfilling assignments.  Keep in mind that demonstrating your potential as a leader depends on you standing up for yourself and promoting your own development.

Strategy 3: Advocate for more of the work you want.

For both personal and professional development, learning how to properly promote your work and the value you bring is crucial.  Developing a good working connection with your supervisor and speaking up for others can have a big impact on how your career develops.  By doing this, you not only demonstrate your leadership potential but also foster an environment where coworkers can flourish.

When arguing for more of the work you want, concentrate on emphasizing your advantages, successes and contributions to the company.  Use statistics, analytics and case studies to demonstrate how your contributions have had a positive impact on results.  By promoting your own work as well as the work of others, you establish yourself as a vital member of the team and a leader who cares about the development and success of the group.

Conclusion

It’s imperative to do more than just put in hard work and produce results if you want to demonstrate your leadership potential.  You can establish yourself as a leader who is proactive, influential and driven to make a difference by using these three strategies: switching from performance currency to relationship currency, putting boundaries around low-value work and lobbying for more of the job you desire.  Keep in mind that success isn’t just determined by your own personal accomplishments; it’s also determined by your capacity to create meaningful connections, negotiate office politics and promote both your own and others’ growth.  Adopt these tactics, make the most of your special abilities and unleash your leadership potential to advance professionally and leave a lasting impression on your company.