Four Timeless Leadership Traits – Asrar Qureshi’s Blog Post #1060

Four Timeless Leadership Traits – Asrar Qureshi’s Blog Post #1060

Dear Colleagues! This is Asrar Qureshi’s Blog Post #1060 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to pharmaveterans2017@gmail.com for publishing your contributions here.

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This post is inspired by an article by Marcel Schwantes, Executive Coach, Speaker and Author. Link at the end.

Preamble

Leadership is a subject which has invited opinions, observations, and deep thinking by hundreds of people across various ages. From small town leadership to country leadership, and from first line managers to CEOs, leadership means differently in different role. We focus mainly on corporate management which is our core subject. 

Too many traits have been identified, suggested, and recommended for leaders to cover every aspect of leadership. Most of these overlap because the leader is one person and cannot be split into various roles. 

The four timeless traits are such that these were relevant yesterday and shall remain valid for long time to come; the nature of business notwithstanding. 

Here is the discussion.

Set your People for Success

What is more important? Own performance or people’s performance? The answer is simple. The leader’s performance is the sum of her/his team’s performance. The leaders do not have performance of their own. Yes, they can claim success of the organization due to their management practices, strategy, and leadership, however, success of a leader or manager is not just determined by personal achievements, but rather by the success of the team as a whole.

The key is to empower people to excel in what they are doing. 

Empowering people to succeed involves several crucial steps. Firstly, clear communication of expectations and goals is essential. When team members understand what is expected of them and the objectives they are working towards, they are more likely to perform effectively.

Secondly, providing the necessary resources and tools for success is paramount. This includes not only physical resources such as technology and equipment but also training and development opportunities. Investing in your team’s education and skills enhancement shows that you value their growth and are committed to their success.

Furthermore, building a supportive and inclusive environment is vital. Encourage collaboration and open dialogue, where team members feel comfortable sharing ideas and feedback. Recognize and celebrate their achievements, no matter how small, as this boosts morale and motivation.

Lastly, trust is the cornerstone of empowerment. Trust your team to take ownership of their tasks and make decisions. Micromanagement stifles creativity and confidence, whereas granting autonomy fosters a sense of responsibility and self-worth.

By focusing on these aspects, leaders can create a thriving environment where their team members are set for success.

Invert the Pyramid

Traditional model of leadership is a pyramid in which staff is arranged at the base and the middle according to hierarchical protocol. At the top, sits the CEO or the senior most manager.

In the highly recommended inverted pyramid structure,

the roles and responsibilities are flipped, placing the leadership at the bottom to serve and support the entire organization. This model emphasizes the importance of frontline employees by positioning them at the top of the pyramid, recognizing that they are closest to the customers and the day-to-day operations.

The inverted pyramid structure champions a servant leadership approach, where leaders focus on the needs of their team members, enabling them to perform at their best. Instead of directing and controlling, leaders in this model act as facilitators and enablers. They provide guidance, resources, and support to empower their teams, ensuring that their voices are heard, and their contributions are valued.

One of the key advantages of the inverted pyramid structure is that it promotes a culture of collaboration and innovation. By flattening the hierarchy, it encourages open communication and idea sharing across all levels of the organization. Team members feel more connected to the mission and are more likely to take initiative and contribute to the organization's success.

Moreover, this structure creates a sense of ownership and accountability among employees. When they see that their leaders are dedicated to supporting their growth and well-being, they are more motivated to deliver outstanding results. It also cultivates trust and respect, as leaders demonstrate through their actions that they are committed to the collective success of the organization.

In summary, the inverted pyramid structure in leadership represents a progressive shift from traditional hierarchical models. By placing the focus on serving and empowering frontline employees, organizations can create a more dynamic, responsive, and engaged workforce. This approach not only enhances individual performance but also drives the overall success and innovation of the organization.

Acknowledge Your People for their Accomplishments

Recognizing and appreciating team members for their accomplishments is a crucial element in building a positive and productive work environment. Acknowledgment can take various forms, from verbal praise during meetings to more formal rewards and recognitions. Publicly celebrating achievements not only boosts the morale of the individual being recognized but also sets a precedent for the rest of the team, highlighting the behaviors and outcomes that are valued by the organization.

Regularly acknowledging accomplishments cultivates a culture of gratitude and positivity. It reassures employees that their hard work does not go unnoticed and that their contributions are valued. This recognition can lead to increased motivation, higher levels of engagement, and greater job satisfaction, as employees feel appreciated and seen for their efforts.

Moreover, recognition can be a powerful tool for reinforcing desired behaviors and encouraging continuous improvement. When leaders consistently acknowledge the achievements of their team members, they provide clear examples of what success looks like within the organization. This can inspire others to strive for excellence and contribute to a culture of high performance.

Equally important is the manner in which recognition is given. Personalized and sincere acknowledgment is more impactful than generic praise. Leaders should take the time to understand what forms of recognition their team members value most and tailor their approach accordingly. Some might appreciate public accolades, while others might prefer a private note of thanks.

Additionally, building a culture where peers recognize each other’s accomplishments can amplify the positive effects of acknowledgment. Encouraging team members to celebrate each other’s successes not only strengthens interpersonal relationships but also creates a supportive and cohesive team dynamic.

Grow Your People

Investing in the growth and development of team members is essential for creating a thriving and innovative organization.

Encouraging team members to pursue professional development through training programs, workshops, conferences, and online courses, and offering resources for skill enhancement and career advancement, leaders can help employees stay current with industry trends and acquire new competencies.

Defining clear, achievable goals for each team member that align with the organization’s objectives, and regularly reviewing is important. Providing clear expectations helps employees understand their role and the impact of their contributions.

Timely and constructive feedback is crucial for growth. Leaders should provide feedback that is specific, actionable, and balanced, highlighting both strengths and areas for improvement. 

Creating opportunities for team members to collaborate on projects, share knowledge, and network with colleagues from different departments, and encouraging collaboration develops a culture of innovation and continuous learning.

By implementing these steps, leaders can support the continuous growth and development of their team members, leading to a more skilled, motivated, and high-performing workforce.

Sum Up

Leadership has changed considerably over time. The traditional all-knowing, all-powerful leaders are not relevant anymore and are not desired either. It is important for leaders to change in the light of the new realities.

Concluded.

Disclaimers: Pictures in these blogs are taken from free resources at Pexels, Pixabay, Unsplash, and Google. Credit is given where available. If a copyright claim is lodged, we shall remove the picture with appropriate regrets.

For most blogs, I research from several sources which are open to public. Their links are mentioned under references. There is no intent to infringe upon anyone’s copyrights. If, however, it happens unintentionally, I offer my sincere regrets.

Reference:

https://www.inc.com/marcel-schwantes/4-crystal-clear-signs-to-spot-someone-with-good-leadership-skills/91062287?cid=omcknsl-eml-nsl--mck-ext-----&hlkid=75789362c5444112948d6abbe344274d&hctky=15999472&hdpid=db8b4cea-62b3-4a6b-aa01-fb9925823886