HR Question:

I’ve been asked to identify the key qualities of successful leaders for our organization and determine how our HR team can help to cultivate these leadership attributes in our future leaders. Can you help?

HR Answer:

Leaders at every level have a tremendous impact on the success or failure of an organization. Effective leadership not only impacts revenue but other critical areas such as culture and retention. It’s important to remember that leaders don’t just magically transform when they are given the keys to the executive suite. Those qualities grow and evolve over time through life experiences and targeted professional development. Helping your leaders develop and enhance essential leadership attributes and skills is something that all organizations should do.

So what role can HR play in leadership development? We’ll share a list of key leadership qualities that apply universally across all industries, along with suggestions on how HR professionals can help to develop future company leaders.

Six Key Leadership Attributes of Successful Leaders

The following are a list of six essential skills or characteristics that are generally found among the most successful leaders. While these provide a solid foundation, there may be additional skills needed that are unique to your company or industry. So, we recommend starting with the building blocks below and adding any industry-specific skills required to succeed in your organization.

1. Building Trust

Effective leadership starts with trust – it is the foundation of many successful organizations. The Harvard Business Review describes trust as “a belief in the abilities, integrity, and character of another person.” A high-trust leader is one who is transparent, authentic, and able to create a safe environment where employees are encouraged to express themselves. Good leaders understand the role their actions, communications, and day-to-day interactions play in building trust.

2. Emotional Intelligence

Leaders must have the ability to not only recognize and manage their own emotions, they must also acknowledge and respect the emotions of others on their team. Strong emotional intelligence allows leaders (and everyone) to manage stress, provide (and receive) effective feedback, and work well with the team. Enhancing this quality will enable the leader to build strong relationships to execute any given strategy or plan.

3. Exceptional Communication Skills

Communication impacts every aspect of a leader’s role. Whether it’s sharing feedback, having critical conversations, communicating the vision for the company, leading through challenging times, or inspiring and empowering their team, a leader’s ability to effectively communicate can mean the difference between success and failure.

4. Leading through Change

Change is a constant in any organization. If you’re not changing, you’re falling behind. A savvy leader can be the difference between successfully navigating change and chaos. They recognize that change can be can generate feelings of uncertainty and apprehension among team members. So, they strategically work to motivate and steer their team in a new direction by providing much needed information and support for a successful transition.

5. Integrity and Ethics

Integrity is essential because it is the foundation for earning and maintaining trust – another crucial leadership attribute. Leaders should follow a high standard of principles and model ethical behavior. This not only enhances their own performance, but it also sets the tone for expected behavior across the organization, strengthening the company’s credibility and reputation.

6. Critical Thinking

Leaders are often relied upon to be exceptional problem solvers and to provide strategic direction. To do this effectively, they must be able to review and analyze a set of information or circumstances, connect the dots to determine how it impacts the big picture immediately and in the future, and then chart the best path forward.

How HR Can Develop Leaders

Once you’ve determined the leadership attributes and competencies that are important for your organization, you can begin to create a leadership development plan. To do this, we recommend leaning into the 70-20-10 rule which embraces the idea that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training. Consider these components in your leadership development plan:

Implement Job Rotations and Stretch Assignments

Job rotations are effective in growing knowledge and perspective. Rotating a potential leader into a different department or job function can expand their practical and context knowledge of your business. It can help them to further hone their strengths while also providing them with a different perspective that benefits them now and in the future.

Utilize Mentors

Establish a mentoring program engaging your most experienced and dynamic team members as mentors.  Select one or more individuals within the organization that can help the prospective leader to see the company and its employees from a different angle. Remember, your leaders are human too and often require the same support they are providing their teams.

Leverage Assessments and Formal Training

Leverage assessment tools, like Everything DiSC Work of Leaders, and formal leadership training to provide structured learning opportunities that will help them learn about various types of leadership styles while discovering their own preferences and areas to develop.

Embracing the Leadership Journey

The demand for exceptional leadership is at the forefront of every business across all industries. Today’s workplace climate has drastically changed requiring leaders to not only focus their time and attention on the success of their core business, but also to provide strategic leadership and support to their employees who have varied and evolving needs and expectations. Organization leaders must have the right attributes and competencies to lead in an environment that requires constant re-evaluation and change. As a result, leadership development is not a one-time effort, but rather an ongoing journey. HR plays a crucial role in this process, ensuring that our future leaders are ready to face any challenge that comes their way.

Thank you to Cathleen Snyder, SPHR, SHRM-SCP, Director of Training & Development for contributing to this HR Question of the Week.

Are challenges with leadership or organizational culture getting in the way of your company’s success? We can help you to identify your strengths and areas for potential improvement as well as provide the support, coaching, and training needed to ensure that you are positioned for success. Learn more about our Training & Development Services or Contact Us to discuss how we can help you.