The essential skills you need to be a better leader
Manisha Dinna • October 5, 2023
Whether you're a seasoned executive or just starting your leadership journey, being an effective leader isn't just about giving orders and making decisions. It's about connecting with your team, inspiring them, and bringing out the best in each member. In other words, it's about mastering those often underestimated essential skills.
Here's a common scenario: You've got your team working on an important project, and everyone's highly skilled in their respective roles. The project is complex and deadlines are tight. But after some time, the team's communication is breaking down, conflicts are simmering and motivation is waning. Here, qualifications and hard skills won't diffuse the situation; this is where essential skills will need to come in.
What Are Essential Skills?
Essential skills, often called "people skills" or "interpersonal skills," are the intangible qualities that allow individuals to navigate professional interactions successfully. While hard skills can be measured and quantified, essential skills are difficult to gauge but are hugely significant in today's work environment. These skills include effective communication, time management, empathy, adaptability, problem-solving, and more. In essence, they're the cornerstone of
effective teamwork. But how are they essential for leaders?
1. Communication:
Leaders, your job involves constant communication. You have to convey your vision, provide feedback and ensure collaboration.
Effective communication skills help you get your ideas across clearly and allow you to listen actively to your team members. A leader who can listen and articulate their thoughts effectively is a leader who can inspire and guide their team to success.
2. Empathy:
You build trust and loyalty when you can put yourself in your team's shoes, understand their perspectives, and demonstrate genuine care for their well-being. Your team will work harder and be more dedicated because they know you genuinely care about their success.
3. Adaptability:
In today's fast-paced, ever-changing work environment, as a leader, you need to be open to change, willing to pivot your strategies and embrace new ideas. Leaders who can adapt to shifting circumstances are the ones who lead their teams to success, no matter what challenges arise.
4. Conflict Resolution:
Conflict is an inevitable part of any workplace. Leaders who handle conflicts properly can turn them into opportunities for growth and positive change. When you resolve conflicts effectively, you strengthen the bonds within your team and create a more productive working environment.
5. Self-awareness:
Understanding your strengths and weaknesses is an integral part of leadership. Self-aware leaders know where they excel and where they need improvement. This self-knowledge empowers you to build a team that complements your skills, delegate efficiently and continuously work on personal development.
7. Time Management:
Time is often your most precious resource as a leader. Effective time management helps you balance your own tasks, address your team's needs and engage in strategic thinking. You'll achieve more with less stress when you can prioritise and delegate.
Leaders, essential skills are not just nice-to-haves; they're must-haves. They're the traits that make your leadership impactful and create a motivated and cohesive team. Embrace these skills, and you'll not only be a better leader, but you'll also create a work environment where everyone thrives. Your team will thank you for it.
Whether you are a larger organisation or a small business with a growing team,
Zen PeopleInsights can help you in the areas of leadership development assessments and coaching.
Contact Zen PeopleInsights for signature programmes and workshops today!
Picture yourself in a buzzing workplace scenario : you're in a team meeting filled with innovative ideas. Your palms are sweating, your heart is racing, and you're not quite sure if what you want to say is relevant, so you keep quiet. It's a scene many of us are familiar with, where self-doubt can make us doubt our capabilities. A lack of self-confidence can be a stumbling block, whether it's the fear of judgment or a habit of underplaying your achievements. The good news is that confidence is a skill you can nurture and develop over time . Here are some tips to consider: 1. Self-Discovery: Take the time to explore your own strengths and acknowledge your achievements. Too often, we focus on our shortcomings and undervalue our capabilities. Make a list of your strengths, skills and accomplishments. Don't be modest; recognise even the smallest victories. If you struggle, reach out to a supportive friend or mentor who can help you identify your strengths. Refer to this list when you need a boost in confidence. Understanding and valuing your abilities is a crucial first step in building self-confidence. 2. Emulate Confidence: Identify colleagues who exude confidence and approach them with a desire to learn. Observe their communication style, body language and overall approach to work. Although you might lack confidence, mimicking confident body language can gradually boost your self-esteem. Embracing confident habits and postures will help you project assertiveness and self-confidence. 3. Continuous Learning: Professional stagnation can decrease self-confidence. To counter this, commit to continuous learning and self-improvement. This could be taking courses, attending workshops or seeking out mentorship. Learning a new skill or enhancing an existing one can positively impact on your self-confidence. The knowledge you acquire translates directly to your job, enabling better performance, increased productivity and, therefore, more confidence in tackling new challenges at work. 4. Positivity Within: Your inner dialogue can be the most powerful tool in building self-confidence. If your self-talk tends to be self-critical or judgmental, it's time for a transformation. Embrace self-affirming techniques such as recognising your recent achievements or jotting down the professional qualities you admire in yourself. A positive inner dialogue is a natural confidence booster and keeps you motivated. 5. Face Your Fears Often, the best way to build self-confidence is to confront your fears head-on. If public speaking makes you very nervous, practice it more. If giving and receiving feedback is difficult for you to do, initiate those conversations. The more you expose yourself to your fears, the more they lose power. If you're ready to take your self-confidence and leadership skills to the next level, consider working with a professional leadership coach. At Zen PeopleInsights , we can provide personalised guidance, strategies and support tailored to your unique needs and goals. Reach out to us and unlock your true leadership potential.
Remote work has transformed the way we approach our jobs. Working from home or anywhere with an internet connection offers flexibility and convenience, and some can't imagine ever returning to a five-day working week in the office! While hybrid work provides numerous advantages, it also presents challenges for maintaining a strong work culture. Leaders should set an example by embracing the hybrid work model and actively engaging with remote team members. They should also be accessible for discussions and support. Some challenges of hybrid work include: Communication Gaps: In a hybrid work environment, communication can become fragmented. Those in the office may have more face-to-face interactions, leading to isolation for remote workers. Cultural Disconnection: Building and sustaining a shared work culture can be challenging when employees are physically separated. This can lead to disconnection from the company's values and mission. Work-Life Balance: Employees may struggle to set clear boundaries between work and personal life when working from home. This can result in burnout and decreased job satisfaction. How can these challenges be addressed? Enhanced Communication: Leaders should invest in robust communication tools that facilitate seamless interaction between in-office and remote teams. Regular video meetings, chat platforms, and collaboration software can bridge the gap. Cultural Reinforcement: Make a conscious effort to reinforce your company's culture. Share success stories, recognise achievements, and create virtual social events that unite employees regardless of location. Flexible Policies: Provide flexible work hours and encourage employees to define clear boundaries between work and personal life. This flexibility promotes a healthier work-life balance. Wellbeing Initiatives: Offer a range of tools and resources to support employees' physical, mental, and emotional well-being. This could include access to counselling services, wellness programs, and stress management workshops. Proactive Support: Implement proactive tools that monitor employees' well-being and offer assistance when needed. These could include apps for mindfulness, fitness challenges, and mental health check-ins. Hybrid work can be an attractive benefit for companies seeking to attract and retain talent while fostering flexibility. However, maintaining a thriving work culture in such an environment requires effort and adaptability. By addressing communication gaps, reinforcing your culture, and prioritising employee wellbeing, you can create a hybrid work model that benefits both the organisation and its valued workforce. A strong work culture is the foundation for successful hybrid work. Please get in touch if you're looking to discuss solutions to keep your organisation thriving.
Emotional resilience in the workplace is vital for managing stress, maintaining well-being and achieving long-term success. But what exactly is emotional resilience? Emotional resilience refers to a person's ability to adapt and bounce back from challenging or stressful situations, particularly those that might provoke strong emotional responses. It is the capacity to recover from trauma and adversity or grow during significant life changes. Being emotionally resilient doesn't mean you are immune to stress or negative emotions. Instead, it involves effectively managing and coping with these emotions in a healthy way. Here are some brief tips to help you build emotional resilience in your professional life. Develop Self-Awareness: It all starts with being aware. Understand your emotional triggers and how you typically respond to workplace stressors. Recognise when you're feeling overwhelmed or stressed. Emotion Regulation: Develop techniques to manage your emotions effectively. This includes staying calm under pressure, avoiding impulsive reactions and finding healthy ways to express your feelings. Time Management: Prioritise tasks and set realistic deadlines to reduce the pressure of tight schedules. Time management helps you to maintain a sense of control over your workload. Positive Relationships: Build strong, positive relationships with colleagues and supervisors. A supportive network at work can provide emotional support during challenging times. This doesn’t mean you need to be friends with every colleague, but having one or more people you can comfortably approach during difficulties is encouraged. Flexibility and Adaptability: Embrace change as a natural part of the work environment. Be open to new ideas and approaches, as this can enhance your ability to adapt to evolving circumstances. Problem-Solving Skills: Develop your problem-solving abilities. Break down complex issues into manageable steps, seek input from colleagues, and consider various solutions. Set Boundaries: Establish healthy boundaries to maintain work-life balance. Avoid overextending yourself and learn to say "no" when necessary. Resilient Thinking at Work: Cultivate a growth mindset and view setbacks or failures as learning experiences rather than personal failures. Focus on your accomplishments and strengths. Self-Care at Work: Take short breaks during the day to recharge. Engage in stress-relief activities like stretching, walking, or brief relaxation exercises. Building emotional resilience in the workplace is an ongoing process. It's essential to adapt these strategies to your specific job and circumstances. Doing so can enhance your ability to thrive in the face of workplace challenges and foster a more positive and productive work environment. Get in touch if you’re a leader looking for ways to promote emotional resilience at work and build high-performing teams. Book a 30-minute discovery call with me to learn more.
As a leader , you are inevitably exposed to stressful professional and personal challenges. Each day can bring you a new hurdle and problem to solve, which can push you to your limit. This is why it’s important to prioritise ongoing personal and professional development which will help you to tackle these challenges, as well as inspire and prepare your team for success. Development is not a quick and simple process, but it is worth the investment if you want to create a high-performing team. As renowned leadership expert John Maxwell once said, “Leadership is a journey, not a destination." Leadership is about continuous learning and growth. In this blog, I highlight the importance of ongoing development and how it can help you to empower and uplift your team. Why Is Personal and Professional Development Important? From helping your team to solve conflict to coping with the stress of leading an organisation, you need to be prepared for any obstacle you come across. One way to ensure you adapt and thrive in an ever-changing and competitive landscape is through personal and professional development. Personal and professional development is more than just a way to learn new skills. Through continuous learning and development, you will be able to adapt and thrive, even in the most challenging environments. Here is why you shouldn’t neglect personal and professional development as a leader: Advance Your Career and Expand Your Knowledge The business world is ever-changing. To keep up and stay relevant with business leaders, you need to acquire new knowledge. Increasing your knowledge of your industry can help you to make better decisions for your organisation. Motivate Your Team A study by the Harvard Business Review found that leaders are more likely to inspire their teams by focusing on their own professional and personal development. If your team is underperforming you will be better equipped to implement new ways to create a positive work environment. Increase Confidence and Communication By investing in your development, you will become more confident in your abilities as a leader. This increased confidence can lead to better communication with your team, which can help to create a psychologically safe environment where team members are comfortable sharing ideas without feeling judged. How Can You Engage In Personal and Professional Development? Looking to learn and grow your skills, while motivating your team? Here are some steps you can take: Reading is Key Stay up to date with industry developments by continuously reading articles and updates from professionals. LinkedIn is a great way to keep up with industry leaders and stay informed. Leadership books also provide helpful insights to keep you motivated. Set Goals Research has shown that setting goals is essential for professional and personal development. By setting realistic and attainable goals, you can improve your self-esteem and grow your skills as a leader. Network and Learn From Others Leaders in your industry have years of useful knowledge and experience. It’s important to network and collaborate with these leaders in order to learn from them. You can do this by reaching out to them or attending networking events. Training and Education Explore training and educational resources that can help you with your professional development. Look for workshops or programmes that can assist you in learning and growing. Consistency is Key Personal and professional development is an ongoing process. Similar to a workout, you won’t see results with just a few lessons. You need to constantly push yourself and stay committed to your goals. As an expert in personal and professional development, I offer extensive individual and group coaching programs to help leaders to reach their full potential . Through my Leadership Evolution and Accelerator Individual Coaching , leaders receive essential resources and tools that they can immediately apply in their development, as well as access to an extensive network of leaders. Book a 30-minute discovery call with me to learn more.
As a leader , you are surrounded by a diverse set of individuals who are eagerly looking to you for direction and guidance. Similar to a captain of a ship, it is your responsibility to set sail and navigate your team through ever-changing tides. But, where do you start? How do you ensure that every team member works together to achieve the same goals? This is where the significance of a compelling vision and mission comes into play. In the ever-changing seas of business, true leadership begins by creating a unique and impactful vision and purpose for your team. After all, a captain needs a map and a destination to steer his crew to success. In this blog, I discuss the importance of developing a powerful vision and mission for your team members, as well as provide tips to help you inspire and empower them. Why Should Your Organisation Create a Vision and Mission Statement? Whether you’re a leader of a small startup or a large established corporation, a vision and mission statement can provide strategic direction for your team. It ensures that everyone works towards shared goals. With a clearly defined vision and mission statement, your organisation can achieve the following benefits: Motivate team members: Vision and mission statements can provide your team with a sense of belonging and purpose. Research has shown that employees who live their purpose at work are likely to work harder. Provide direction: While a vision statement outlines the ideal goal of your organisation, a mission statement can provide clear directions towards reaching this goal. Increase efficiency: Ensuring every team member works towards the same goals will help your organisation to increase efficiency and productivity. Create accountability: With a clear vision and mission, you can measure your team’s performance, which will hold them accountable for achieving organisational goals. Attract the best talent: A clear and compelling vision and mission can help you to attract the best talent and partnerships who share similar values as your organisation. How to Create a Compelling Vision and Mission Statement for Your Organization A vision and mission statement can be time-consuming. This is because you need to effectively assess your organisational goals and objectives. Here are steps you can take to help you to simplify the process: Differentiate between your organisation’s vision and mission While a vision and mission are both integral to your organisation, they refer to two separate aspects. A vision statement will outline your organisation's aspirational goals. It will therefore provide your team with direction and motivation to work at their highest potential. For example, Google’s vision is “To provide access to the world’s information in one click.” This inspires the Google team to work towards a change for the greater good. A mission statement, however, states the actions that your organisation takes towards achieving this vision. For example, Google’s mission statement is “To organize the world’s information and make it universally accessible and useful.” Here your team is made aware of their role in the organisation and the clear actions they need to take to do their job. Create a 5-year plan What is your 5-year plan? You need to be specific about the goals you want to achieve in the future. Ensure these goals are measurable and attainable. Draft your vision and mission statements Once you’ve established your 5-year plan and clearly defined your vision and mission, it’s time to draft your statements. Remember to be specific and aim to inspire your team, as well as those outside your organisation. Seek help from a Mastermind group It may be helpful to organise a brainstorming session, not only within your team, but with other leaders to create your vision and mission statement. Being a member of a Mastermind group with high-achieving leaders can help you establish clarity on the vision and mission you want to achieve. As an expert in leadership and development, I have helped many leaders get clear on their organisational goals and strengths. In addition to providing you with access to an expert-leading mastermind group, I can provide world-class assessments and counselling to inspire your team and create an environment where they can thrive. Contact me to learn more about creating an impactful vision and mission for your organisation!
Organizations today are not only made up of people of diverse cultures and races but also of diverse skills and various ways of thinking. As a leader, it’s important to embrace the diversity of thought in your team. This is what is known as cognitive diversity. What exactly is cognitive diversity? Cognitive diversity refers to the variety of individual viewpoints, cognitive abilities, thinking styles, and problem-solving approaches within a group or organization. We can all agree that none of us view things the same way. While what we understand as diversity in the workplace has generally been limited to factors like race, gender, and ethnicity, cognitive diversity emphasizes the unique qualities and capabilities individuals bring to the table based on their cognitive skills. Benefits of embracing cognitive diversity in the workplace Embracing the individual viewpoints of your team members is not only essential, but it also comes with its own set of advantages. These include: Enhanced Problem Solving and Innovation: Diversity of thought enables a broader range of ideas and approaches to problem-solving. When teams consider multiple viewpoints, they are more likely to generate innovative solutions and make better decisions. And by encouraging diverse perspectives, organizations can tap into unique ideas and insights that others may not have considered. Improved Decision Making: Cognitive diversity challenges the status quo and helps to avoid individuals conforming to the majority viewpoint without critical evaluation. When teams are composed of individuals with diverse cognitive strengths, they are more likely to look at options critically, consider risks, and arrive at well-thought-out decisions. Increased Adaptability: In today's fast-paced and ever-changing business landscape, adaptability is a crucial factor for success. Cognitive diversity helps organizations respond effectively to changes, as diverse thinkers bring a variety of strategies and insights to the table when it comes to navigating uncertain situations. Because in the business world, it’s adapt or die, right? Improved Employee Engagement and Satisfaction: Embracing cognitive diversity demonstrates an inclusive and open work environment. When individuals feel that their unique perspectives are respected, they feel valued, which enhances employee engagement and job satisfaction. This, in turn, can lead to higher productivity, increased morale, and reduced turnover. Enhanced Learning and Personal Growth: When people are exposed to different perspectives, their assumptions are challenged, and they can grow in their careers. A continuous learning environment fosters professional development and can contribute to a culture of continuous improvement. As a leader, it pays greatly to encourage employees to think differently and to challenge existing ideas that have always been the norm. In order to do this, you need to build an environment of trust. Individuals may hold hundreds of brilliant ideas in their heads, but they are of no use if they don’t feel comfortable enough to share them. Again, building trust is vital to creating a psychologically safe environment that will allow thoughts and ideas to flow freely without fear of judgement. Get in touch if you’re a leader looking for ways to promote cognitive diversity at work and build high-performing teams.
It’s been said that highly effective teams have clearly articulated roles and responsibilities. Defining roles and responsibilities simply means it’s apparent what each team member is expected to do and achieve. If you think of an actor or actress who takes on a certain character in a play or TV show, they are playing a specific role. They are expected to deliver certain lines - that is their responsibility. The play or show runs smoothly and is enjoyable to watch because each knows what their roles are and what they are expected to say. How uncomfortable would it be to watch a show in which the character was not sure of their lines? They themselves would feel even more uncomfortable, and so do team members whose roles and responsibilities are unclear. Why should roles and responsibilities be clearly defined? For better productivity When roles and responsibilities are well-defined, it enables employees to be more focused and to then accomplish more. There is better cooperation and collaboration between team members because they can avoid duplicating efforts or stepping on each other's toes. Clearly defined roles also enables the effective delegation of work, ensuring that tasks are assigned to the most suitable individuals based on their skills and expertise. Clarity of roles and responsibilities means everyone knows what is expected of them and how their work contributes to the overall goals of the organization. There’s no confusion or ambiguity and this allows individuals to focus on their areas of expertise and make effective contributions. For accountability When individuals know what they are responsible for, it becomes easier to assess their performance and hold them accountable for the work they deliver. Employees can “own their tasks” with more confidence when they understand the specific outcomes they are expected to achieve. There is also a sense of pride when one delivers and exceeds expectations on certain tasks that they are responsible for. For personal and professional development Clearly defined roles and responsibilities give employees a roadmap for personal and professional growth. When individuals understand their current responsibilities, they can identify areas in which they can develop new skills or even take on additional responsibilities to grow professionally. Well-defined roles also allow organizations to identify skills gaps and provide the necessary training and development opportunities for employees to enhance their capabilities. For effective collaboration and communication When team members and departments know their roles and how they fit into the larger picture, it becomes easier to collaborate, innovate, share ideas and coordinate efforts. There is also better communication as individuals can better communicate their needs, expectations and progress to others, ensuring smoother teamwork and reduced conflicts. A key to team effectiveness With all these aspects that highlight the importance of clearly defining roles within your team, it’s clear to see how teams become more effective. A higher level of productivity is one quality of teams with high levels of psychological safety . Connect with me if you’re a leader who needs some guidance in creating high-performing, connected teams that thrive in a psychologically safe environment.
It’s been said that communication is the foundation of all human relationships and this rings true for the workplace as well. As leaders, practicing clear and open communication sets an example for your team members to follow. This can lead to a more positive work environment and improved communication across the organisation. Why is clear and open communication at work so important? Improved productivity and better collaboration: When team members are on the same page and understand what the vision is and what is required of them to achieve it, it can help to streamline processes and improve productivity. When everyone is in sync, ideas are able to flow better and there is more innovation. Fewer misunderstandings: Misunderstandings and miscommunications can cause delays, errors and even conflict. Clear and open communication, which includes saying things in time, helps to address issues promptly before they become major blow-ups. Increased trust: Clear communication can help to build trust among team members. This can lead to a more positive work environment and better working relationships. How can you practice clear and open communication at work? Active listening: The biggest part of communication is listening. Active listening goes beyond simply listening to respond. It is listening with the intent to understand. An active listener pays close attention to what the speaker is saying, asks clarifying questions and responds appropriately. Avoid being distracted by your phone or incoming emails. Feedback culture: This refers to a work environment where giving and receiving feedback is a regular and expected part of communication, not just during formal reviews. In a feedback culture, employees are encouraged to provide feedback to their leaders, in addition to receiving feedback on their own performance. As a leader, acknowledge good work and also provide constructive criticism for improvement. When employees are given regular feedback, they are better able to understand their strengths and weaknesses and can take steps to improve their performance. Use appropriate channels: Does what you would like to communicate really require a formal sit-down meeting? Depending on the nature or urgency of the message, a brief email or a chat over coffee may do. Practice empathy: See things from the other person’s perspective. Active listening is also part of empathy as it is trying to understand someone’s point of view. Acknowledge and validate people’s feelings. Be a leader who shows support by checking on your team regularly and seeing how you can assist those who may be going through a difficult time. Timely communication: Understand what can wait and what cannot. Waiting until the last moment to give important feedback or to follow up on an important task may cause your team stress and lead to an unhealthy working relationship. Clarify expectations: Clearly communicate your expectations and clarify others' expectations of you to avoid misunderstandings. Improving communication with remote teams Effective communication may be a little more challenging for hybrid and remote teams, but it is even more crucial. Many of the above points can be used in a remote setting as well. Video conferencing tools are a no-brainer for helping to facilitate face-to-face communication and create a sense of connection between remote team members. But aside from using tools like Zoom and Microsoft Teams for meetings, use them for one-on-one check-ins as well. Collaboration and project management tools are important in the workplace and even more so for remote teams as they not only help to keep people organised, but also connected. Also use these tools for real-time messaging to provide that sense of “togetherness” throughout the day. Clear and open communication at work - vital for success Leaders who practice clear and open communication can establish a positive work environment, build trust, encourage feedback and support growth and development. These are all crucial factors for achieving business success and creating a strong, collaborative team. Connect with me if you’re a leader who needs some guidance in creating high-performing, connected teams that thrive in a psychologically safe environment.
In my line of work, I’ve seen a lot of leaders neglect the importance of establishing trust within their teams . As a leader, it’s important to establish a psychologically safe environment in your organisation, and this begins with trust. Your team needs to feel that they can freely share ideas and discuss any issues they may have. Trust is the backbone of a good organisational culture. One way to generate a culture of trust and openness is to present yourself as an authentic person. As renowned author Brene Brown once said: “It's about the choice to show up and be real. The choice to be honest. The choice to let our true selves be seen.” When you present an authentic presence, you can connect with others on a deeper level and generate a greater feeling of trust and security. So, how do we develop our authentic presence as leaders? In this article, I will explore the importance of authenticity and self-awareness in the workplace and help you to use these concepts to achieve your organisational goals. What is an Authentic Presence? An authentic presence is when you present yourself as your true self, with sincerity, transparency, and a willingness to be vulnerable. When you develop an authentic presence, you can connect with your team on a more personal level, which can generate feelings of trust and security. Authentic leaders are not afraid to express their emotions, reveal their imperfections, and admit their mistakes. They are also not obsessed with perfection but focus on being true to themselves. Why is an Authentic Presence Important? If you are coming across as inauthentic, you might appear distant or unapproachable. This can create a culture of dread and intimidation. Your team members may grow afraid of speaking up or taking risks, which can lead to a lack of innovation, lower productivity, and higher turnover rates. When you manifest authenticity as a leader, however, you can establish stronger relationships with your team. This leads to a more positive and psychologically safe environment in which your team members feel more relaxed and comfortable with sharing their thoughts and ideas. According to research done by Forbes , creating a psychologically safe environment can lead to an improvement in performance and talent retention for organisations. How Can You Develop an Authentic Presence? Developing an authentic presence is something that takes time to accomplish. It involves self-awareness, introspection, and a willingness to expose yourself to vulnerability. Here are some questions you can ask yourself in the process of creating your authentic presence: What are the most important values I have and how do they show in the way I lead? How can I handle difficult conversations better and be more true to myself in those moments? How can I show my team that it's okay to be vulnerable, and what does that say about its importance? Do I really listen to my team or am I just waiting to talk? What can I do to improve my leadership skills? How can I be more clear with my team regarding my decision-making process? The Importance of Self-Awareness and Accountability Remember, being authentic means being true to yourself, and not being perfect. When you are genuine, it encourages others to be themselves too. To achieve authenticity, you need to establish a high level of self-awareness and accountability. Self-awareness and accountability are essential for both personal and professional development. As leaders, it’s important to take responsibility for our actions, thoughts, and emotions to achieve our goals and build healthy relationships. By being accountable and self-aware, you can positively impact yourself and those around you. Regularly reflect on your behavior and seek feedback from others to improve your self-awareness. Leadership development programs and coaching can be an excellent way for you to cultivate an authentic presence and develop self-awareness. As a specialist in leadership and creating psychologically safe workplaces, I can help you to identify your strengths and weaknesses, clarify your goals, and develop strategies to improve your leadership skills . Reach out to book a free 30 minute assessment if you would like some guidance in creating high-performing, connected teams that thrive in a psychologically safe environment.
Effective leadership is crucial for the success of any organisation. I have seen many great leaders drive organisations and staff toward reaching their goals, but, how do you ensure that the leaders you are hiring or promoting are the best fit for your organisation? Even if a candidate shows leadership potential, you may later find out that they lack interpersonal or adaptation skills – two essential components of effective leadership. They may also not work well with your team, which might lead to a negative work environment for your staff. As Nelson Mandela once said: “If you want the cooperation of humans around you, you must make them feel they are important – and you do that by being genuine and humble.” Here’s where leadership assessments can provide insightful information. Leadership assessments have become increasingly popular in recent years as a means of identifying and developing leadership potential. In this blog, we explore the importance of leadership assessment tools and two popular leadership assessment tools that we find are most effective. The Importance of Leadership Assessments Choosing leaders can be challenging, but with leadership assessments, organisations can easily identify individuals with the leadership skills to fit their company needs. These assessments can be of benefit in numerous ways, such as: The identification of current employees with high potential for leadership roles through assessing their leadership skills. These skills include strategic thinking, critical thinking, learning agility, emotional intelligence, communication skills, and decision-making abilities. These assessments can aid in the improvement of team performance by identifying candidates that have the strengths of potential leaders. Simplifying the hiring process by quickly identifying candidates with the necessary leadership skills and qualities to best fit a role and organisation’s needs. This results in better hiring decisions and ultimately, stronger leadership within the organisation. Effective leadership is also key to employee engagement and job satisfaction. By developing strong leaders, organisations can create a positive work environment that fosters employee engagement. The Hogan Leadership Assessment Suite Hogan Assessments is a leading provider of personality assessment tools that help organisations make better decisions in the areas of talent management and leadership development. Their assessments are based on decades of research and have been validated in different work cultures. The assessment includes: The Hogan Personality Inventory (HPI): HPI analyzes an individual's personality traits. It can help you to understand their strengths and areas for improvement and also enable you to ensure they become more effective leaders. The Hogan Development Survey (HDS): HDS assesses an individual's potential weaknesses. This test will help you to identify areas where they need to improve and develop strategies to address these issues. Motives, Values, Preferences Inventory (MVPI): The MVPI measures an individual's values, goals, and interests. It is a valuable tool to understand your employees better and create an environment that is conducive to employee satisfaction. By using Hogan Assessments , organisations can gain insights into the personality traits, values, and behaviours of their employees and potential candidates. These insights can help them identify high-potential employees, address performance issues, and create a more effective and diverse workforce. Hogan Assessments are available in multiple languages and can be administered online or in person. By leveraging their assessments, your organisation can improve its hiring and retention practices and build more effective teams. The Burke Learning Agility Inventory Another popular assessment used by organisations is the Burke Learning Agility Inventory (Burke LAI), the first reliable, theoretically grounded measure of learning agility. It is an assessment that measures an individual's observed learning practices and their relative frequencies in engaging in behaviours that keep them learning agile. Every company experiences unique challenges and needs to navigate complexity and manage uncertainty. This assessment is highly effective to help you determine if your potential leaders can quickly adapt and learn from any challenging experiences thrown their way. Your organisation can also use the inventory to develop targeted training and development programs that help individuals improve their learning agility and become greater leaders. Which Assessment Should Your Organisation Choose? Both assessments are beneficial to organisations looking to identify and develop future leaders. They provide insights into an individual's strengths and weaknesses as a leader, their leadership style, and areas for development. At Zen PeopleInsights , we offer a range of leadership assessment services , including the Hogan Leadership Assessment Suite and the Burke Learning Agility Inventory (Burke LAI) to name a few. Our assessments are designed to help individuals and organisations identify and develop their leadership capability. We believe that everyone has the potential to be a great leader, and our assessments are therefore designed to help individuals unlock their full potential. If you're interested in learning more about our leadership assessment services, we encourage you to book a free 30-minute consultation.