Successful managers, who we define as those who make a positive contribution towards their organisations performance, share common leadership behaviours. These characteristics are the same irrespective of the type or size of organisation the managers work for.
The five leadership behaviours that have been shown to make a real difference are:
1. Have a clear vision and a plan on how to get there.
It is one thing for the manager to know in their head the vision and the plan, but another for these to be communicated so that the team under them understands them. Clear and regular communication is essential if the team is to know what you want them to achieve and what the plan is to get there. This understanding helps build trust and commitment – so the team is more likely to act in ways that support you in achieving the objectives that will move you towards the vision.
2. Make time to recognise and appreciate people who achieve.
Good managers know that their time, attention and genuine appreciation is required if their team members are to be engaged in achieving the teams’ vision. Treating people not as “units of production”, but as valued individuals and giving them sincere and timely praise is important. Personal recognition is great for your team members’ self-esteem and creates a positive work environment in which good performance flourishes.
3. Involve their team in decision making.
Better decisions are made when ideas and suggestions come from the team as well as from you, the manager. This requires the promotion of genuine two-way communication. However, all too often (and particularly as an organisation grows and as managers get busy) two-way communications become problematical. In extreme cases it stops completely and communication becomes a one-way, top-down dissemination of information only. This has a negative effect on the team - particularly where the decisions being made directly affect them. By not getting your team’s involvement and buy in at an early stage (by not listening or acting on their suggestions and ideas) you are demonstrating to them that you do not trust or value them. This perceived lack of trust leads to poor manager/employee relations and all the negative issues this causes.
4. Recruit and choose the right people.
When a new team member is recruited by the manager not just for their skills and knowledge, but also for their cultural fit, then the team will perform better. And once recruited into the team, a good manager ensures that the work load is delegated effectively so that individual team members are neither under-utilised nor over-worked.
5. Walk the walk.
The most effective leadership behaviour is doing what you say you are going to do. By keeping the promises you make and leading your team through the personal example you set you help to maintain high standards. Having a leader who is consistent and predictable is also important to people. Such behaviour by the leader helps people give their very best to the team.
These five behaviours are important for all managers to master. A recent survey showed that where all senior managers in an organisation actually delivered on these five areas there was a 61% difference in organisational performance compared to those organisations where the senior managers didn’t deliver on the five areas. The good news is these executive leadership skills can be learned and developed!
