More than ever today, the topic of leadership is getting stronger. In a changing reality where many people have switched from close face-to-face contact to virtual interaction, the role of the leader has become crucial for team development, sustainability, and granted results. As far as this topic expands, more questions arise on how the new leader looks and the core actions that can help boost leadership development.
Well, guess what? Five traditional methods work great even in the new environment and ensure excellent leadership building results.
Want to build your next-gen leaders? Then use these five methods to ensure you will get the best results in a shorter time.
Method 1: Mentoring
It looks familiar, and it seems obvious, but when you got through your leadership path, can you count the mentors that have helped you. I can, and the answer is nine. Yes, nine people have taught me what leadership looks like and what I must understand and learn to build a solid foundation for developing as a leader. The mentor is not just someone who has authority. It is someone whom you trust, are knowledgeable, have, and want to invest time to help you by sharing his experience and allowing you to build your own. The mentor-mentee relationship is unique. Both have to choose each other and have to ensure that they will work together to achieve accurate results
Method 2: Forcing to decide
Most people are not ready to take responsibility for something new. Great at what they do, if you ask them to decide how to implement a change outside of their comfort zone, these people get into defensive mode. Procrastination, negativity, missed deadlines are only part of the signs that a person is not ready to step up and take responsibility for a change that needs to happen. On the other side, the leader takes decisions and implements a vision for the future. While learning to lead, everyone must also learn to decide on the changes to enforce. Starting with the small ones, in a short period, the new leader will see that the changes he implements become more significant and the impact these changes create – much more robust.
Method 3: Building and sustaining accountability
Today people often understand accountability as engagement. And while engagement is something that happens inside us, accountability is something we show as a result to others. Engagement and motivation are our own choice, and accountability is our promise to others. The new leader can be engaged in everything. The world has become too complex to allow that. But what the leader needs to show is accountability toward tasks, projects, and promises made that are crucial for others. The company or group he is leading—delivering results, knowing that they will make an impact and change the current situation for good without being hundred percent engaged with the work or the task to be done. It is the foundation of building sustainable accountability and turning from a good performer into a role model for productivity and change implementation.
Method 4: Encouraging to learn and take risks
The leadership role is not only being there and giving tasks to others. It is mostly about encouraging others to learn by taking risks and learning from mistakes and failures. The one who does not make mistakes does not know anything new. Great leaders learn from everything and everyone. The challenging situations are an opportunity to learn and grow faster. Things that do not happen are needed steps to get to the best-in-class solution for the current issues. The leader’s development plan is not complete if there is no place for learning from experience and having access to resources, helpful to the leadership skills development. Here the mentor’s role is crucial to help the mentee build a habit of constantly learning new things and planning how to implement at least 40% of them. Then the growing leader will need to learn how to implement the new stuff by generating tolerable risks that help him and the organization win without causing too much stress. The balance created by such an action plan builds the person as a true leader.
Method 5: Appreciation and recovering from mistakes
Did you make any mistakes in your life?
Did you make mistakes in your work?
Is your leader showing appreciation for what you do?
Do you have a working mechanism to recover yourself from mistakes?
Did you ask yourself these questions? If so, you are not alone. In a fast-paced world, the leader often misses one crucial person he has to help – himself. Developing leadership means focusing on the followers, working for the leader’s appreciation, and building the ability to recover. While everyone is different, many of the techniques, tools, and stimuli can differ.
A true leader builds for himself and others ways to show appreciation for the results achieved. At the same time, a behavior to help accept mistakes made and the feedback these failures generate, and the tools that are acceptable to deal with that and recover more quickly from the stress caused by that.
IN CONCLUSION:
There is no right or wrong way to develop as a leader. No matter how you chose, the crucial element will always be to find the tools and approach that answer your unique personality. After doing that, you can go the way you desire and become a truly successful leader, create and implement change and deliver results with an engaged, motivated and accountable team.
The Human place 