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The greatest untapped resource for leadership development is experienced leaders who have done the work to improve their effectiveness as leaders. That’s why I recently conducted a survey – the PeopleThink Leadership Journey Survey – to capture insight, experience, and lessons learned from people who have “earned their stripes,” so to speak, as experienced leaders of teams and/or organizations in a variety of industries. I’ll be integrating the results of the survey into my GET REAL Leadership Program, which I’ll be rolling out early next year.

Survey respondents represented more than 10 different industries across the US and Europe. Industries included Technology, Life Sciences, Financial, Professional Services, Learning and Development, Nonprofit, and others.  Leadership roles represented ranged from Mid-Level Manager (17%) to Senior Leader (31%) to Founder/Entrepreneur (21%) to C-Level Executive (18%).  The average length of respondent leadership experience was 13+ years.

Here are some highlights of what the leaders collectively shared from their Leadership Journeys.

Primary purpose of a leader. The majority of respondents said that the primary purpose of a leader is to 1-Build a Strong Team.  Other purposes that rated highly include (in order):

2-Focus on the people (coach, develop, grow)

3-Achieve results

4-Set the vision

5-Shape the culture

Since one of the goals of the survey was to capture insight that I could incorporate into my leadership development and coaching work, I wanted to understand what respondents believed were some of the key actions that helped them achieve their purpose as a leader. Here are some responses:

“Hire the right people” (Build a strong team)

“Learn to listen” (Focus on the people)

“Hold yourself and others accountable (Achieve results)

“Communicate the vision” (Set the vision)

“Build trust” (Shape the culture)

Leadership competencies. Respondents identified the following as the competencies that most helped them succeed as leaders (in order)

1-People focus (coach, develop, grow)

2-Communication skills

3-See the big picture

4-Honesty/transparency

5-Innovation

Personal development. A rather alarming result from the survey was that while 74% of respondents said they believe that leaders should carve out time to develop their leadership competencies, 40% spend LESS THAN 15% of their time developing those competencies. Competencies they identified as important to work on:

1-Active listening

2-Seeking feedback from others

3-Being comfortable with change

4-Building trust

5-Having difficult conversations

Developing others. 86% of respondents said they believe that leaders should carve out time to help their people grow and develop. The top resources they currently make available to their people:

1-Conferences

2-Mentor

3-On-site training

4-Stretch assignments

5-Networking

Some of the greatest insight from the survey came from the open-ended questions where respondents were asked to reflect on what they would have done differently on their leadership journey, and what their key lessons learned were.

Self-reflection

“I would have invested in myself earlier in the journey.”

“I wish I had taken more risks.”

“I was once told that if I felt like an ‘imposter’ in my leadership role, then I didn’t understand my true value. So, I began to ask what value I provided, and in all my years as a leader that has made the biggest difference for me.”

“I would have started sooner to take more time to work on my leadership competencies.”

Lessons learned

“Hire the right people and invest in their development.”

“Focus on the people and the results will follow…This is now my leadership philosophy and it has proven true many times.”

“To make critical decisions, always keep in mind the mission and vision of the organization. When you lose sight of that, it never turns out well.”

“Delegate and empower people! It’s the only way to achieve multiples of what you can achieve on your own.”

“See the future, believe the future, feel the future.”

If you didn’t have the opportunity to complete the survey, but would like to share some insight or lessons learned from your leadership journey, please complete the The PeopleThink Leadership Journey Survey.

Thank you!

Till next time,

Karen

Leadership, leadership development, learning and development, Professional and team leadership

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Let’s Get Real About Leadership

November 7th, 2018

By: Karen Colligan

On any given day, in just about any given business publication, you will find one or more laundry lists of skills, qualities, behaviors, competencies, and whatevers that are attributed to an effective, successful or great leader. It’s actually a bit mind-boggling. How can anyone possibly be all of that?!

Well, here’s the thing.

I’ve been working with leaders at all levels for…well, a long time. I’ve implemented leadership development programs across organizations large and small, and I’ve worked one-on-one with senior leaders and executives.  I’ve been a leader in the corporate world, on boards and in my own business.  And here’s what I’ve learned. While the leadership competencies touted in those lists are important, it’s time to get real about what makes a leader truly extraordinary. It’s not rocket science. It’s what I call the Get Real Leadership Basic 6 (or Leadership According to Karen).

Learn. Be self-aware: know your strengths and be willing to admit (and work on) your blind spots. Make the time to get to know your team. Be curious. Cultivate a growth mindset and set an example of continuous learning. Provide learning opportunities for your people and encourage them to keep growing.

TAWK. That’s New Jersey-speak for talk. Communicate, communicate, communicate. People need to hear things multiple times in multiple ways before they really “hear” it. Adapt your communication style to the listener – everyone takes in information differently. Remember it’s about them, not you. Tell them what you’re going to tell them, tell them, then tell them what you told them. Oh! And don’t forget to listen!

Tomorrow. What is your vision? Share it. Give your people a reason to want to stay. Let them know what’s next, how “we’re” going to get there, and what they can do to help. Give your people a reason to believe in the future and to want to participate in building it.

Resources. Give your people adequate resources, tools and support to do their jobs. Then get out of the way and let them do it. Don’t make them beg or want to look elsewhere to fulfill their goals. Be sure you have the right resources to make your team successful.

Please and Thank You. Say it. Always. No excuses. Always be courteous and kind. Express your gratitude and mean it. No one gets tired of hearing: “Please” and “Thank You.”

Laugh. Laugh often and laugh loudly. You spend a whole lot of time working. Make sure you create a work environment that people are happy to come to, where they feel supported and connected, where they can do their best work. Then enjoy the ride!

You’ll note that integrity, honesty and trust are not on this list.  Why? Because they are just “no-brainers.” Without trust there is absolutely no one who is going to follow you anywhere. Trust is the foundation of a leader.

“A good leader inspires people to have confidence in the leader.  A great leader inspires people to have confidence in themselves.”  - Eleanor Roosevelt

Till next time,

Karen

Leadership, leadership development, self-awareness

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