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Does Your Leadership Style Encourage or Discourage?

The Washington Post reported earlier today that federal workers are dissatisfied with the efficacy of senior leadership across many government agencies. Reporting findings from the  2011 Best Places to Work in the Federal Government rankings, the article states that government-wide satisfaction averaged a grade of 64 points out of 100, with poor leadership ranked as the number 1 reason (for the sixth year in a row) for this dissatisfaction.

Self-evaluation is a crucial and necessary step for any professional and an integral step in elevating your leadership from the realm of mediocrity to one that inspires others to follow. To aid in this effort, we’ve created a short and fun questionnaire to help these federal agency leaders – and anyone else for that matter – assess their leadership skills.

Effective Leaders are Effective Coaches

A great leader can be defined in a variety of ways, by a variety of people in a variety of professions. There’s no one “right” style. However, the key trait great leaders share is an ability to motivate others to perform.

To inspire that kind of loyalty, leaders need to listen, understand, and respond to others effectively. In essence, great leaders have strong coaching skills.  Leaders who act as coaches have higher performing, more effective players. The result is increased productivity, efficiency, and employee development.

Three Great Leadership Resources

With this in mind, here are three great blogs that offer thoughtful insight on how to be a great leader.

Wally Bock’s Three Star Leadership Blog
Wally offers insight to a variety of management problems and solutions. Wally also provides a handful of leadership resources to help make the road to success a little easier.

Great Leadership
Dan McCarthy’s blog covers a variety of alternative strategies to approaching leadership and he writes stimulating posts for your professional development needs.

Penelope Trunk Blog
Penelope offers great advice for balancing your work life and personal life.

Taking Leadership Development Seriously

Progressive organizations who take leadership development seriously have leaders participate in a 360 feedback process to identify areas for improvement. Gaining the perspective of co-workers, other managers or even customers and suppliers, provides leaders with a better understanding of their strengths and weaknesses.

This understanding can help leaders to identify what is and isn’t working, and then take the necessary steps to adapt their business strategy and leadership approach.

Did you take the quiz? Were you surprised by the findings? What do you feel are the characteristics or traits of an effective leader? Who is a leader you admire?

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