Leadership: From Position to Performance – How to succeed in your leadership role

I am delighted to share a few keypoints of Karen Smythe with you, Trainer, Coach and Consultat at The Vibrant Edge, with whom I had the pleasure to work with at the 5th Leadership Excellence Summit in Ahmedabad, India.

Summary

You have the leadership role now, what happens next? Once the leader has taken over a new team, an existing team or is promoted from within the team, the onus is on the new leader to perform. There is a lot of information for a new leader to digest to enable them to perform to the expected level of performance required by the person’s manager. How does a new leader digest the information and enable his team to perform at the expected level?

Some of the key points shared:

  • Why leaders should know their team members – The more we understand the strengths of our team members, the  more opportunity we have to engage their strengths and keep them motivated to achieve team targets.
  • Why all leaders are not the same – We all lead through our specific strengths and each leader has a different set of strengths which means we will focus on a specific way to lead.
  • Selecting the right leadership style – Two styles were discussed and they were preference based leadership and situational leadership. Preference based is leading the person based on their strengths and add to that the staff members experience with the task allocated (situational leadership)
  • How leaders can successfully impact team development – Our teams may not always to be functioning at their best. As a team leader, you are expected keeping an eye on the progress of your team so it will ultimately always be in performing mode.
  • The importance of communicating and achieving team goals – If we don’t communicate the goals to the team members, they are not going to know what we are trying to achieve in the workplace. Team members will strive to perform if they understand what they are expected to achieve.
  • The reasons why leaders fail – This could relate to many different reasons, including fear of failure, lack of training and not constantly evaluating the team situation.
  • The importance of evaluating team performance – A leader should monitor their team on a regular basis to make sure the team is aware of the goals to achieve, how engaged and motivated the employee is and if the employee requires any additional help and assistance.

Being a leader doesn’t mean you have to perform on your own; there is a team of people around you to assist you. Knowing the people, knowing yourself and how to capitalise on the strengths of your team is of the utmost importance to your performance as a leader.

See more on Karens’ web-page: The Vibrant Edge

This post is also available in: German