February 7, 2011

I read an article recently on Entrepreneur.com that focused on great leaders vs. competent managers. While one would normally presume the skill set of a "manager" and "leader" to be synonymous, the case is made that this is not always accurate and that companies could take steps to improve skills through training and mentoring initiatives.

Yes, I agree that training can have a positive impact on developing the managerial and leadership skills of individuals, but even with training, some people may never "learn" to be a truly great and effective leader. Sometimes a great leader just has what it takes, whether nature or nurture derived. The most interesting part of the article to me was where the article discussed the effectiveness of company leaders and their core attributes. These I do agree with as I have seen these skills and qualities in some of the individuals I consider great leaders that I have worked with through the years.

 

• They delegate but also know when to step in. A leader empowers their team to work independently but is able to make the "big decisions" when necessary.
• They have a clear vision of the company and share it with their team. Not only do they understand where the company is headed, they make sure that everyone else understands it too.
• They respond to employee leadership needs in a constructive manner. Not only will a leader try to steer others, but they know the type of feedback that resonates best with each member of their team.

Albeit challenging times, it was suggested that business owners give more attention to motivating and keeping employees as they are the most critical part of the business, and that true leaders will retain their employees while riding out the storm. Even good leaders may have to, from time to time, make a tough decision to let some of the workforce go, if only to keep the business going so everyone will not be impacted. From my perspective, a good leader can motivate his team, but in these still challenging times, it can be beneficial to already lean workforces to not only give verbal accolades but a more tangible motivator as an expression of appreciation for the "above and beyond" responsibilities so many employees are taking on in today's working environments. A simple recognition and reward program can do that. These types of incentive solutions can be put together quickly, can be very cost effective, easy to manage, and they go a long way in acknowledging hard working and dedicated employees.