Gallop has summarized seven necessary skills for leadership success, regardless of their role, profession, or industry. Such skills have always been essential, but regularly overlooked. As is often said – and unfortunately often verified – employees quit bosses, not jobs. Our research witnessed this, and we often hear of employees, including those in high level positions, leaving their company because of managers. They report taking lower paid positions and positions that do not utilize their strengths, just to get out from under a toxic manager and therefore a toxic work environment. And we often also hear that it was entirely worth it!
What skills do leaders need to effectively lead and manage the work? Gallop identified 7 that on the surface are obvious, common sense, and seem simple; however, are difficult to develop and must be practiced. Such leadership skills are often not cultivated in mangers with the focus instead on training related to timesheets, productivity, performance reviews, and other supervisory tasks. Of course, these are important tasks to manage but are not enough to lead.
Much more is needed to ensure desired leadership qualities that foster a great place to work and retain talent. The 7 skills are,
- Build relationships. Foster trust, sharing, and connections. Ensure that all voices are heard and considered.
- Develop people through coaching, mentoring, and strength building. Help promote employee strengths, expectations, and coaching skills. Doing so cultivates leadership skills throughout the organization.
- Lead change. Embrace change and set goals that align with a stated vision and purpose. Ensure that all know the purpose and how they contribute as well as that their contributions mater.
- Inspire others. Use coaching and mentoring to encourage others no matter the challenges through positivity, vision, confidence, and recognition. Face challenges with courage, humility, and vulnerability.
- Think critically. Gather and evaluate information that leads to smart decisions, not reacting but responding to what is needed. Involve all players in all aspects of the decisions.
- Communicate clearly and actively listen. Share information regularly and concisely, but also ensure that the messages are heard and of value.
- Create accountability. Hold yourself and your team responsible for performance. Ensure that they are engaged in, as well as own, the process.
The skills require self-awareness and high emotional intelligence as well as practice to master. One of Peter Drucker’s, famous sayings, “Culture eats strategy for breakfast” is often quoted. Evidence bears this out. According to a recent study, 75% of transformation efforts don’t deliver the hoped-for outcomes and employees continue quietly quitting. Both can be flipped by creating the culture necessary to establish the foundation that cultivates transformation. Interested? We enjoy having these conversations! Please feel free to contact us.