When I reflect back on the last 16 years of coaching and training corporate managers to become leaders, there is one common gap found in the vast majority of them; an intentional, well thought out plan for honing the key leadership skills they need to have to have a long, successful career. That is, if they don’t want to be just a tactical manager telling people what to do, but a true powerhouse leader who focuses on the skill and potential of their people, and working every day to bring the best out of them.
If I were to ask them why that is, many of them have plenty of reasons (okay excuses) – no time, to much work, deadlines are to critical, there is no training, etc.
In our latest episode of Shedding the Corporate Bitch, I lay out 12 of the key skills and attributes of a leader and actions you can take to begin to hone or simply enhance what you are doing today. But here, I want to highlight 5 of those skills that if you should work to get close to mastering them, you would set yourself up for a successful career.
Before we get to them… it’s no surprise that the corporate environment today presents unique challenges for HR leaders and managers. With the rise of remote work, evolving employee expectations, and the need for agile leadership, it’s more critical than ever to foster a supportive and effective workplace culture or run the risk of losing skilled and high-potential employees. But, there can’t be any excuse for your managers not to elevate their skills to become a true powerhouse leader who contributes greatly to their team, the business, and their own career and life.
Here are 5 of the top skills and attributes I feel all leaders should focus on, along with action steps you can take today. As you look them over, assess yourself on a scale of 1-10 (being mastered) on each of them to create a baseline of those that need work.
1. Prioritize Consistent Feedback
Last year, I spent 5 months talking to hundreds of employees and managers about their great needs.
The number 1 thing they said they want and need is feedback. Employees crave continuous feedback. It’s not just about annual or mid-year reviews. They want regular and immediate touchpoints. Feedback, whether positive or constructive, keeps everyone aligned with organizational goals and personal growth trajectories.
Encourage an open feedback loop within your teams, fostering a culture of continuous improvement.
Action Step: Implement weekly or bi-weekly check-ins to provide timely feedback and align team goals.
2. Acknowledge & Appreciate
When asked about the various types of feedback, those same professionals went on to say that they were desperate for simple acts of appreciation… something, anything…even just a ‘attaboy’ or thank-you email.
That in itself can transform the workplace ambiance. Recognition boosts morale and loyalty, as it makes people feel valued and needed, and who doesn’t want to feel that each and every day they wake up to go into work.
Action Step: Develop a recognition program and encourage managers to acknowledge employee achievements regularly.
3. Maintain Composure Under Pressure
No one thrives in chaos. In uncertain times, calm leadership is crucial. Maintain your composure, communicate transparently, and provide clear direction. Train yourself and other managers to handle stress effectively, which in turn reassures and stabilizes their teams.
Action Step: Conduct stress management and communication training sessions for your leadership team.
4. Empower & Trust
Believe it or not, many managers do not understand what micromanaging is – denying they ever do it and often stating that its just their people not wanting to be watched over. If you’re unclear about it, then ask them to describe the behavior, actions, and words, and then decide.
Micromanaging is a trust killer, and remember, all they want is to be appreciated and acknowledged, while being given critical feedback and direction to execute their tasks, which simply enhances their job satisfaction. Empowerment techniques and proper delegation are essential skills; ensure your managers are equipped with these through training programs.
Action Step: Assess the level of micromanaging on your team or within the company. Educate yourself and your team on the pros and cons of it, and implement productivity and delegation training to ensure you’re trusting your team. Then give them challenging projects so they can prove their value to you. You may be pleasantly surprised.
5. Build Relationships
I know what you’re thinking, ‘yeh yeh, I need relationships.’ Well, you do. Effective leadership is relationship-centric. Building strong, genuine connections with your team members fosters a supportive environment that will help you reach your goals. Invest in your team’s personal and professional growth to create a cohesive and motivated workforce.
Action Step: Encourage team leaders to have regular one-on-one meetings to understand and support team member aspirations. Schedule your own one-on-ones for even 15 minutes to listen and learn about what your team members want and need.
Those are just 5 of the 12 skills and attributes discussed in the full episode – LISTEN HERE
I recommend honing three out of twelve key leadership attributes every few months, creating manageable, incremental progress.
Additional Resources:
Tune into the “Shedding the Corporate Bitch” podcast, available weekly on Apple Podcasts, Spotify, and YouTube, for more inspiring leadership strategies, such as:
Breaking Down Silos: Effective Strategies for Cross-Functional Teamwork
Using Neuroscience to Achieve Leadership Greatness with Karen Brown
Mastering the Hybrid Workforce: Strategies for Leading Remote and In-Office Teams
Do you need support for your team or self? Schedule a complimentary call and let’s get you specific tips and strategies you can use right now. SCHEDULE HERE
By integrating these principles, you can ignite transformation within your organizations, fostering a culture of trust, empowerment, and continuous growth. Let’s lead the way to a brighter, more effective corporate environment!
Bernadette Boas
