When we think about great leadership we often conjure images of bold and visionary individuals. Strong postures, expressive gestures, and extroverted personalities.
But do you need to act confidently and with loud and expressive gestures in order to be a good leader? Sometimes. But not everything a good leader does needs to be flashy and loud. Often the most effective actions of great leaders are done quietly and without an audience.
Why is it then that we have the perception that great leaders are loud, excellent communicators and upfront all the time? Well, that’s what we tend to see! We generally see what’s on the surface. We see the things that make us feel great while we’re there listening. But what happens beneath the surface? How do we distinguish a bad leader from a great one?
What do you think?
I recently reached out to my network on LinkedIn and Instagram to ask what makes a great leader. In summary, people answered with:
- Trust
- Empathetic listening and respect
- Positive influence
- Passion
- Good leaders must be good followers
- A critical, yet positive mindset
I also asked: “Can bad leaders change to become good leaders?” Overwhelmingly the results were positive – 100% of respondents said they could! So then I asked: “If they can change, how can they change?”. The answers were:
- Increased self awareness
- Coaching
- Focused development
- Give them something to believe in, a greater purpose, a higher calling
What’s interesting about this feedback is that it’s not the ‘flashy’ and ‘in your face’ leadership behaviour you might expect. It’s the traits that are quiet, that are more subtle that tend to be the ones repeated again and again.
Let’s look beneath the surface and explore four subtle traits that help to make a great leader.
Be humble and respect critical feedback
A good leader accepts his or her weaknesses and acts with intelligence to overcome roadblocks. To be humble is to be tolerant and face criticisms constructively. Don’t praise a person publicly “thanks for speaking up!” only to condemn them later in private. Be receptive. This attitude helps to establish trust and demonstrates to the team the importance of their presence. Listen to their opinions, new ideas, and suggestions.
If your employee proposes an idea or direction that you honestly believe is better than yours, will you take it? To act as a humble leader is to accept that your way isn’t the only way! Be accepting and acknowledge that your employees may be able to contribute in ways that you didn’t expect. After all, the role of a great leader is to encourage and bring out the best in their team, not to stifle them and prevent creative thinking.
Appreciate the hard work of your employees
What do you notice about the following equations?
5 + 5 = 10
9 + 1 = 13
8 + 8 = 16
If you pointed out that the middle one is incorrect, you’re not alone and you’re not wrong. We’re programmed like that, to notice what’s out of place, what’s missing. When things are ‘as they should be’ it’s difficult for us to notice them as anything other than regular and expected. But, when something is wrong – oh man! That’s when we develop an intense focus on pointing out how something doesn’t conform.
This psychological concept applies equally in the workplace. When people do as they’re expected to do, we don’t always tend to notice. We appreciate very obvious and ‘extra mile’ effort. But what about your dedicated and reliable people who put their best foot forward every single day? Are you appreciating them?
A person who feels appreciated will generally do more than is expected. Genuinely compliment and recognise the positive points of your employees. To appreciate someone publicly is good but make sure you back it up privately during one on one discussions. Do not praise good work dishonestly or simply to be seen as a motivating leader. Selflessly appreciate effort.
Be coherent, and consistent with your acts
When you’re making a commitment to your team, it’s critical that you back it up privately with your actions. If you’re telling one thing to your larger team just to please them and satisfy the crowd, but later delivering something different or having no intention of delivering anything at all, you’re only delaying the failure and you will ultimately lose the trust of your team.
When you behave privately, the way you portray yourself publicly, you act with authenticity and integrity. In case you can’t deliver on the commitment you made, be open about it! Be clear and communicate why!
Follow up if you sense something is wrong
Did you ever notice an employee or a team mate acting a bit out of character? Did you sit by and watch it go on for a period of time, but never intervene? Did something eventually happen where you thought to yourself: “I knew it! I knew something was up!”. We’ve all surely had moments similar to that.
What’s the impact? Well, as a leader you also need to pick up on these cues. Don’t wait for things to blow up. If you sense something is wrong, check in with your team member. Maybe they’re not speaking up in a meeting when they normally would do so. Take them aside later on and ask why. Maybe there’s something personal going on. Offer them an avenue to discuss with others if the individual doesn’t feel comfortable to open up to you.
In summary
Very often it’s the quiet traits that make a great leader. Keep in mind to remain humble, appreciate people, be consistent, and check in if things seem to be a little off. You may just find that by practising these skills you establish a closer bond with your team, one built on trust and respect. Ultimately, a leader is only as strong as the team they’re leading.
