6 ways to tell if you are a great leader

From all successful leaders, from frontline supervisors to senior executives, permanently want to know if their leadership style is effective or not. Great leaders are so polite that it may not be enough to take care of it and have a lot of driven to make adjustments Does.

After spending 15 years in leadership and reviewing the effectiveness of leaders at all different levels, I have learned that there are some lamitus tests that always remove major leadership. Under great leadership, here you have to take notice.

1. People are busy

There are hundreds of ways to measure engagement, so I’ll just deal with a few. When leadership is working, people are happy. They want to come to work, and they do. There is a lower volatility and space rate than the teams of strong -led teams. The truth is in the clutch, “People do not leave their company, they leave their boss.”

Under strong leadership, people are not happy to show and do their jobs. They too are very busy. They participate in group meetings, town halls and open forums and ask questions. Silence in these settings is a dangerous sign that something is wrong. When people do not easily share their thoughts and opinions, usually the reason is that they do not feel safe and safe to do so, or they do not believe that anyone is really listening to Suarns.

When people are willing to speak to their minds, it is a sign that they are paying attention to what is happening and the consequences are careful. In an environment where there is a great leadership, this engagement is also active. When people have been well guided, they do not wait to be asked to contribute or step up with the reaction – they volunteer, all on their own.

Related: This is a question that I ask my team every week who changed our performance

2. People advance and/or change character

Great leadership can also be measured by the amount of development and development. For years, as a leader, I didn’t just list my successes in my experience – I listed my team’s achievements. I knew directly (and indirectly) reports that were promoted under more senior or complex roles under me. They were selected for development because they were well trained, large and developed.

Under great leadership, employees invest in their future by going back to school, obtaining certification and promoting promotions. You will find people on development plans and will be able to describe what they want to do or for whom they are working for. When it is happening permanently, the reason is that strong leadership has encouraged it.

3. People spend time together

In these situations where leadership is poor, people go to sleep and live there. They do not cooperate regularly (and happily). They do not invite other groups or teams into a brain storm session to solve problems together. Rather, they deal with things in space. If people are often themselves – this is a bad sign – in their offices with the door closed, lonely food and key events – this is a bad sign. In large leadership, people join the ergs and go out of their regular jobs to join and work more.

4. People speak different

In great leadership, people literally speak differently. The reason for this is that they have learned to think differently. First of all, their language removes the mentality of winning. Under great leaders, people will use words like “we” or “our” vs “,” “in” or “me”. The reason for this is that great leaders encourage people to think globally, not locally. Under great leaders, people see themselves as part of a big picture. In this way, individuals do not see the client or goals fully on their own, but of the organization.

Great leaders also hold accountability and maintain their promises, so others do the same. Under great leaders, people do not reset their priorities, cancel meetings or miss the deadline. They do not feel powerless, incompetent or uncertain from their ability to overcome their success. So, instead of saying things like “I’ll try,” they say, “I will.” Then, they follow permanently.

5. People get innovations and failure

In poor leadership, people are afraid to try new things for fear of making mistakes. They often feel that they should be perfect and fear they will be punished for being “wrong”. Under great leaders, people will experience normal and try things that have never happened. They are confident and guilty enough to know that if they fail, it will only be the experience of learning and as a result they will be stronger. Their identity is not wrapped in perfection and because of this they can become more creative than poor -led teams, who work in the past, as they are always done.

Related: How will this important leadership increase the retention of your employees

6. People offer results

Great leaders always get performance. They focus on behavior because they know they can overcome them. But they also ensure that these measures produce results. Teams who strive to provide results and perform well, especially over time, are their leaders. The reason for this is that the great leaders follow the PDCA: Plan, do, check and adjust. If things are not working, they take action, take diagnosis and shift courses. They do not accept the stagnation. Rather, they work hard to improve things. As Michelanjillo said, “No problem can withstand a permanent thinking attack.” Good leaders know this, although they can periodically stumble or target a road block, they find a way around. They teach others to do the same. In general, if you have found a team of low scoring on your annual performance reviews and unable to accomplish your key goals, you are likely to have a leading problem. In a big leadership, not only the whole team performs as a collective, but people also perform individually.

Over time, if you observe a team and look at these six things, you have a potentially strong, effective leadership. In such instances where these things are not available, there is no doubt that it begins with the leader. If you want to know if your leadership style is working, check out these symptoms (or tell someone neutrality to give you their feedback). Self -awareness is the place where development can begin.