Did you know - companies that provide training to develop leadership competencies are 3.4 times more likely to be rated as a best place to work? And yet, only 40% of companies rate their leaders as good or excellent. Well – it’s time to change that!
In this blog, we’ll examine a few of the most important leadership competencies to drive success and explore how you can develop them within your business. We’ll start by defining what we mean by leadership competencies. Leadership competencies refer to a specific set of knowledge, skills, and attributes that make someone an effective leader. Sounds simple, right? The challenge comes when we realize that there is no one set of leadership competencies that works across all industries and organizations. Different leadership positions – even within the same company – may require different competencies. That’s why Hera Associates work with a leadership competency framework based on recommendations from the Society for Human Resource Management (SHRM). This framework includes leadership competencies that align with the organization’s vision – and that’s what creates the competitive advantage.
Hera Associates’ leadership competency framework is built around three focus areas: leading an organization, leading others, and leading self.
Leading an organization
Vision – Effective leaders build and share a vision that inspires and influences those around them into action. Mobilizing others around a shared vision creates positive organizational change.
Decision making – It’s important for a leader to know when to decide and when to seek their team and/or colleagues’ opinion on a matter. Effective leaders are savvy – they know when stepping back and letting others decide is a better move for the team and the organization. They don’t have all the answers – what they have is the “know how” in making decisions.
Social Intelligence (SI) – According to Psychology Today, SI is one of the best predictors of effective leadership. It refers to our awareness of different social settings and our own interactions with others in those settings. A leader with strong SI knows when to talk and when to listen; what to say and when to say it. This skill makes for effective communication and minimizes conflict.
Conflict management – Conflict is inevitable because people have different personalities, beliefs, cultures, and moods. A leader competent in conflict management can combine people’s opposing views rather than making a choice or making them compromise. This skill ultimately reduces conflict and leads to stronger and better performing teams.
Problem solving – As a leader, it’s important to identify and analyze problems based on your knowledge and experience. A competent leader tests multiple options before voicing a possible solution – and then presents the solution in which they’re most confident of the outcome.
Change management – Organizations, especially those on a growth path, are constantly changing. A competent leader must manage that change effectively for the team – this requires strong, clear, and consistent communication and an ability to simplify complexities for people. Managing change means supporting and guiding people through uncertainty.
Entrepreneurship – Strategic leaders have an entrepreneurial mindset and are always looking for new opportunities, ways to improve efficiencies, deliver better service, etc. By combining entrepreneurial and strategic thinking, they can successfully take calculated risks to meet and exceed goals.
Leading others
Emotional intelligence (EI) – EI is the ability to understand people’s emotions and to understand and manage our own emotions. EI leaders are self-aware, they can self-regulate, they tend to be highly motivated, and they are empathetic which allows them to connect better with others.
Interpersonal skills – Leaders with interpersonal skills competency are respectful of others, they respond to the needs of different people in different situations, they are active listeners, they give and received feedback well, and their non-verbal communication and problem-solving skills are strong.
Inclusive – Inclusive leaders create working environments in which everybody feels welcome, accepted, and valued. They ensure equal opportunities and resources for all and build an environment in which everyone thrives.
Coaching – Managers, especially micromanagers, tell people what to do. When leaders coach, they don’t tell people what to do, they allow people to think, grow, and develop in meaningful ways.
Leading yourself
Agility – Being able to quickly adapt to rapidly changing circumstances will serve you – and your team well. An agile leader is constantly learning and adapting because they know the importance of developing, growing, and using new strategies in tackling complex problems.
Courage – Making decisions, especially the challenging ones, requires courage. Courage is also needed to stand up for your values and adhere to your personal morals and ethics.
Organization – It takes a lot to manage oneself, one’s workload, emotions, schedule, priorities, and more. Knowing how to prioritize, plan, and adjust when necessary is a critical competency.
So, now that you understand the key elements of the leadership competency framework, let’s look at ways you can begin developing these in yourself and your team. The first step is to conduct a leadership development assessment. This will help you identify strengths and weaknesses, so you know the areas needing development. The next step is to select suitable methods to develop competencies. Here are just a few examples:
Mentoring and coaching
Formal training
Focus groups and workshops
Self-directed learning
Job shadowing
Professional certification and accreditation
We hope you’ll take some time to reflect on your leadership competencies. By investing in your own leadership development, your entire team and organization will benefit. If you’d like support on this journey, contact Hera Associates, we’re here to help.
Commentaires