Being a great leader depends on how well they know themselves. Leaders must make sure that they are self-aware, clearly communicate their goals and expectations, reach their goals, set high standards, expect quality work and meet deadlines, demonstrate that all their team members matter, show gratitude, don’t settle and spend time with their team.
Needless to say, a little introspection is required from time to time.
Wondering how do you become the best version of yourself?
Sometimes, we end up in or go after leadership positions but don’t understand why or how we got there.
It is always important to assess our goals, values and purpose every step of the way.
1) What does leadership mean to you?
Leadership encapsulates different concepts and key competencies.
For most, leadership is the ability to wheel power, to influence people positively in order to be successful, to bring like-minded individuals together towards a common goal or vision and to translate that vision into reality.
In order to be effective you must figure out what leadership means to you.
2) Why do you want to be a leader? What is your purpose in life?
Most people want to lead because they see themselves in power, in control, with status and doing whatever they want.
However, leaders are always held accountable for their actions, have to serve as models and have to exhibit exemplary behavior.
Without an ethical purpose in mind, they will not be able to sustain their role very long.
If you weren’t a leader, what would you do? What career would you pursue?
Do you have sufficient resources to achieve your goals and yourself?
Leaders must find at least one field in which they excel. This will develop their credibility, their confidence and will help you be of assistance to people in need.
4) What are your core values?
If your leadership roles don’t correspond to your values, it is time to rethink your career.
5) How do you center yourself?
Learning to center yourself, to choose peace of mind requires that you acquire new healthy habits and that you question your thoughts that most often are an illusion or distorted memories.
Figure out how to preserve your time and energy, how to ensure your growth, how to continually improve as a person, and how to boost your leadership self-esteem?
6) Can you grow within your role and responsibilities?
Some people get into positions to please their families, impress their friends or flatter their own egos.
A job or a role in which you feel boxed in is frustrating, leaves little space for you to develop your skills or maximize your strengths.
7) How do you wish to impact the world and the people around you?
As a leader, you must project yourself in the future and visualize the legacy that you want to leave.
8) Do you walk the talk?
It actually goes a long way and projects more authority and credibility than a title or a position would.
Furthermore, the team you lead, the environment that you work in is a direct reflection of you. If you want a trusting workplace, be trustworthy.
9) Are you open to learn?
Being open to learn and to explore is detrimental to success.
To start the learning process, you can read books, take trainings and classes, and talk to people who are in positions that you aspire to.
Furthermore, you must understand that if you seek knowledge, you will never fully be an expert.
Creating work-life balance is not giving equal attention to both work and life.
But, it means that you are satisfied with your contributions to your life and work, that you are able to create a sustainable synergy between both so that you are fueled by them on a daily basis.
To do so, you must focus on the vital few and not let your career affect your personal life and vice versa.
11) Are you self-interested or committed to the collective good?
We choose a certain career because our ever-changing needs and desires align with that particular career but not necessarily with the collective good.
In the leadership position, there is a huge discrepancy between hiring the right person with the right competencies for the job, between hiring someone with lesser competencies to feel unthreatened, between hiring someone to serve you and caress your ego.
There is also a difference between wanting the organization to succeed, wanting the team and the project to shine, and taking all the credit for someone else’s work.
12) What is your favorite leadership style?
Leadership style refers to the way that the leader interacts with his or her employees, influences their behavior, motivates them, make decisions for them and for the organization.
A specific leadership style can deeply influence the quality of work, the levels of commitment, the work satisfaction of both leader and employees.
13) Are you emotionally intelligent?
We cannot control everything in our life.
However, we can control how we react to different situations, how we see ourselves and who we aspire to be.
14) Are you able to solve conflicts effectively?
Leaders must be able to anticipate problems and implement solutions for the future. What strategies do you apply? How do you handle bad news? How do you set boundaries? Do you encourage dissension?
15) Do you have interpersonal skills?
There are several components to leadership. One of them is building and maintaining healthy relationships.
Leaders are responsible for the people they hire and the people that they lead. How do you build your team?
Cultural sensitivity is being aware that everyone is different.
It means being able to learn from different people, to understand their backgrounds, to collaborate and cooperate with them, without being judgmental.
17) When have you failed, how have you recovered yourself and what have you learned about yourself then?
Failures don’t directly lead to success but it can show you the way. It is best when your mistakes come to light rather than going unnoticed.
18) What are your greatest achievements as a leader and as a follower?
It is important to recall the time you have succeeded and demonstrated great leadership.
The memory of past success will serve you right when you face challenges. If you did it once, then you can do it again.
19) Are you able to direct someone else towards success?
It is similar to tutorship, to parenthood, to partnership, or to an alliance.
As a leader, your behavior in pressure moments impacts those around you and can predict their performance.
22) How do you solve problems and make sound decisions?
The ability to anticipate, to solve problems, to make quick and sound decisions will determine the success of a leader.
23) How do you motivate others? Can you communicate your visions successfully?
Effective communication skills will improve your leadership credibility, your self-confidence, your relationships with others, your feelings of belonging and will decrease your stress level.
Using those skills, leaders should be pushing a vision for their life, for their family or their organization and it shouldn’t matter whether they have the right relationships, enough money, enough favors, or have hired people with the desired skill set.
24) Are you organized and can you meet deadlines?
Being organized, methodical, pragmatic will help you gain a sense of satisfaction and will increase your chances of success.
25) Who do you look up to?
It is critical to have a role model who will help you improve, achieve your goals and will show you your life purpose.
Your role model is authentic, relatable and can be a family member, a friend in your entourage or someone you barely know.
26) Can you handle change?
Leaders must visibly act out the change, must be ready to do things differently and to think otherwise.
27) What do you hate the most and will not stand for?
You can’t always find out what you like but life has a funny way of putting you in front of the things that you hate the most.
28) Can you accept criticism from others?
Accepting criticism implies that you are able to listen, accept people point of view and give feedback as well.
29) Are you becoming too complacent?
30) What do you want to improve on?
Hope that I’ve helped you get it together on your way to leadership!
Don’t forget to like, share and leave a comment below.
To remain competitive, most organizations stay up to date on every technology, continually propose innovative products and always embrace change. However, putting change into practice is much more complex than it appears.
To that effect, effective leaders have to be confident, self-aware, self-assured, strategic, adaptable, bold, resourceful, driven, accountable and able to think on their feet. Needless to say, ineffective leadership hinders change, creates mistrust, disengagement, misalignment and a loss of moral among employees.
Wondering how to successfully lead change and overcome resistance?
Change is a part of life, is a constant and is inevitable. Change shakes things up, disrupts old habits, breathes new life into the workplace and into any project.
It has the ability to stimulate interest in a job and can be perceived as a new challenge. It also creates an opportunity for promotion and to learn new skills.
Change becomes compulsory and evident in the workplace during societal movements, when the values and beliefs of both leaders and employees no longer match those of the company. Change also happens when the organization requires new skills, new products or services, policies update, restructuring, or relocation.
Resistance to change
Change brings about an initial resistance, can easily become chaotic and unstable. When faced with change, most people believe that they will:
- potentially lose their current position,
- be demoted, that their career will eventually suffer or that their hard work will be devalued,
- be working for a lower salary,
- lose control over their own life,
- live in the unknown.
The unknown generates strong emotions in people. Therefore, employees tend to resist change when they are surprised or unprepared, don’t understand the reasons for the change, are not implicated enough in the decision-making process.
Indeed, some people will openly express their resistance to change, some will voluntarily sabotage change, others will quietly and passively express their discontent. It is the role of the leader to temper such behavior and push change.
How to implement change?
The leaders must visibly act out the change, must be ready to do things differently and to think otherwise. To lead the change process from start to finish:
- Assess your own ability to handle change. Before undertaking such mission, ensure that you believe in the change and that it doesn’t go against your principles. In addition, keep in mind that reacting to the change is much more difficult than initiating it. Either you can start the movement, participate in it or suffer and react to it.
- Stay disciplined, resilient and patient. The change process is slow and everybody moves at their own pace.
- Learn to communicate your vision which encompasses your values and morals.
- Be authentic and transparent in order to build trust and to improve relationships. Change is much more difficult to implement when there is a climate of mistrust.
- Be open to feedback and to making alterations to the original plan of action.
- Ask probing questions to key employees, acknowledge that you don’t know all the answers and be open to learn continually. This will allow you to gather appropriate information, to anticipate issues, to maximize effort.
- Evaluate the right amount of change you want to implement. You don’t want to overwhelm or burn out your employees .
- Calculate the costs and determine the feasibility of the change to ensure that it doesn’t get out of control. It becomes critical to motivate the necessary time and resources, to place emphasis on the value and sustainability of change.
- Analyze the consequences of change before undertaking anything.
- Understand the company culture, its values and beliefs in order to best present ideas and to determine a proper structure.
- Design a clear strategy and outcome for the process. For example, you can break the change process into smaller steps, prioritize them and create metrics to measure progress.
- Identify the influencers and the people who are open to change in your organization. Find informal leaders in your organization, who will motivate others and who will instill pride in their work.
- Discuss the implications of change with your employees and increase the number of meetings if necessary. Listen to the questions and concerns of your employees. It is necessary to reassure people about the upcoming changes by explaining to them the reasons and the benefits for change.
- Directly address problems, don’t micromanage and don’t openly criticize dissenting voices in order to shut them up.
- Keep your energy up during the process, motivate your team and show them the positive sides of the transformation. Persuade your employees that they will benefit from the change to increase commitment.
- Encourage collaboration on your team, mitigate conflicts and maintain harmony as much as possible because emotions are high.
- Set high expectations and give your team the confidence to deal with changes and gain their approval every step of the way.
- Give your employees more ownership of their work to increase commitment.
- Expect setbacks. Understand that the risks are worth the rewards and that it is OK to fail. People don’t take risks when there are no personal rewards, there is no clemency towards failure.
Hope that I’ve helped you get it together on your way to leadership!
Don’t forget to like, share and leave a comment below.