How can you identify effective and ineffective leaders?

Ineffective leaders are easy to spot - they are self-centred, lack vision, stick to their ideologies and refuse to listen to feedback. A title alone doesn't determine leadership qualities, leadership behaviour even without a formal title shows true leaders across the organisation. Effective leaders are participative, curious to know more about their employees, what strengths do they bring, what are the shared goals and how can they create winning outcomes. Empathy and emotional dexterity are relevant in today's workplace which is a melting pot of diverse cultures, generations of employees and where tech is a key team player.

This statement is framed in such an interesting manner. I don't see the challenge in sticking to one style if that is what the leader has determined as the best course of action for the organization to get to the next level. However it has to be infused with moments of agility to meet your people where they are so that you can bring them up. But many of these styles are quite elusive and the best leaders possess enough situational awareness to understand when they need to apply different forms of leadership like situational, transformational, democratic, or authoritarian. The underlying premise of any leader should be servant because the very definition of leadership is to influence and guide which you can only do if you are serving others

In my experience, the most effective leaders possess the valuable skill of active listening. This skill alone enables leaders to gain the most accurate snapshot of a company's culture, prioritize requirements, and unfold the path forward. However, what sets exceptional leaders apart is their capacity to adapt their leadership style based on the insights acquired from understanding the current status of the company. They recognize that no two companies are alike, and adaptability becomes a powerful tool in their leadership toolbox.

I have always believed in leading by example. Leadership cannot be about you as a leader, it has to be about your people. - Do you make more leaders? - Do you make your people feel empowered? - Do they feel comfortable in your presence? - Do you extract the best out of them by giving them free hand Leadership is not just about talking, its about walking the talk and making the effects seen in the results.

As a data analytics leader and Microsoft MVP, I have observed that effective leaders demonstrate various styles while promoting growth, innovation, and collaboration. Examples include transformational, servant, and democratic leadership. Ineffective leaders often exhibit autocratic, micromanaging, or laissez-faire approaches, which inhibit talent development, weaken team morale, and detract from achieving organisational goals. The best leaders align their style with the situation, communicate clearly and frequently, empower their team, lead by example, and prioritise continuous improvement.

Why does everyone that that ****oles make good managers? THEY DO NOT. No one wants to work for icky/angry or nasty people. That’s why your (great) employees leave. Thanks ~ Sheila

Dive into leadership theories, guiding us through the enigmatic world of leaders and their impact! ?? Traits vs. Behaviors: Trait theory unveils leaders' innate qualities, while behavioral theory delves into their actions and skills. Influential leaders balance both, harnessing their strengths! ?? Contingency Counts: Discover how leaders navigate diverse situations, adapting their approach to followers and context. A strategic match is the secret to success! ?? Building Connections: Relational theory uncovers the magic of leader-follower bonds. Empathy and understanding fuel thriving teams! ?? Embrace the Knowledge: Effective leaders embrace these theories to refine their strategies, while ineffective ones miss growth opportunities!

Yes effective leaders do leverage various leadership theories like trait, behavioral, and contingency theories as tools for understanding and improving their leadership. They apply these theories to navigate diverse situations, build strong relationships, and drive positive outcomes. Ineffective leaders, on the other hand, overlook these theories, resulting in missed growth opportunities and potential talent turnover.

Dive into leadership theories, guiding us through the enigmatic world of leaders and their impact! ?? Traits vs. Behaviors: Trait theory unveils leaders' innate qualities, while behavioral theory delves into their actions and skills. Influential leaders balance both, harnessing their strengths! ?? Contingency Counts: Discover how leaders navigate diverse situations, adapting their approach to followers and context. A strategic match is the secret to success! ?? Building Connections: Relational theory uncovers the magic of leader-follower bonds. Empathy and understanding fuel thriving teams! ?? Embrace the Knowledge: Effective leaders embrace these theories to refine their strategies, while ineffective ones miss growth opportunities!

Dive into leadership theories, guiding us through the enigmatic world of leaders and their impact! ?? Traits vs. Behaviors: Trait theory unveils leaders' innate qualities, while behavioral theory delves into their actions and skills. Influential leaders balance both, harnessing their strengths! ?? Contingency Counts: Discover how leaders navigate diverse situations, adapting their approach to followers and context. A strategic match is the secret to success! ?? Building Connections: Relational theory uncovers the magic of leader-follower bonds. Empathy and understanding fuel thriving teams! ?? Embrace the Knowledge: Effective leaders embrace these theories to refine their strategies, while ineffective ones miss growth opportunities!

Effective leaders can be identified by the positive and sustainable outcomes they produce, consistent with their vision and values. On the other hand, ineffective leaders are marked by negative, short-lived results that conflict with or diminish their stated vision and values.

When I consider my leadership, the external factors can look hot. Bus dev, revenue, YOY growth. But in reality? Good leadership is just as much reflected in the people I lead. Am I developing them? Harming them with underdeveloped leadership practices, setting them up for failure by lack of my own personal growth? More responsibility means more strain and stress. Leaders need to lead themselves, and in turn, a healthy team.

One of the fatal flaws in many leadership assessments is clearly defining what good leadership looks like. While there are endless debates over whether leadership is universal or not, what's more important is taking the time to define it. You can't hold people accountable for something that isn't clearly defined. That means breaking down generic or esoteric leadership jargon and putting it in terms and behaviors that can easily be identified, measured, and developed. From here, you can go beyond just pointing out good or bad leaders in an organization and do something measurable and meaningful about it.

Effective leaders inspire vision, motivation, trust, commitment, and satisfaction among their team members. They foster an environment that nurtures innovation and consistently achieves positive results aligned with their values. Conversely, ineffective leaders may generate short-term gains at the expense of long-term vision, leading to dissatisfaction, low commitment, and limited innovation.

Visionary Guidance: Effective leaders craft compelling visions that ignite passion and inspire followers to reach new heights! Motivational Drive: Their infectious enthusiasm fuels teams to give their best, fostering a culture of excellence and growth! Trust & Commitment: Trustworthy leaders earn loyalty, fostering unwavering commitment to shared goals and values! Performance & Satisfaction: Influential leaders cultivate outstanding performance and contented teams through empowerment and support! Nurturing Innovation: Their environment of creativity and open-mindedness sparks innovation, staying ahead of the curve!

In my experience, conducting a 360° feedback activity is one surefire way of understanding the effectiveness of your leaders. Gathering impartial and honest feedback from their staff members, peers, their line manager and also a self assessment from themselves can really give you a well rounded viewpoint of their skills, abilities and also the results that they achieve.

Few leaders were born with skills to lead others well under pressures of transformation, scaling, etc. Don’t assume you’ll know how to lead others and grow strong, healthy teams by sheer luck. Proactively seek supports and guidance to ensure you don’t end up with infighting, lack of certainty on basics like org charts and clear job cards were on the back burner. Start with the basics - and perhaps foremost for growth companies? The backbone to deal with poor leadership under you. Don’t close your eyes to it.

It is a sign that a leader is unable or unwilling to increase their own skillset with personal development opportunities. Leaders need to value education in multiple formats because they should be valuing and encouraging the same for their teams. We don't grow individually or as teams without education and/or increasing our skills. A passion for learning should be at the top of an effective leader's strongest qualities.

This is one of the key things I look for. Leaders are people who are always growing themselves. And they are not waiting for someone to show them areas to improve. They are constantly looking to raise their bar in all areas of business and in life. It’s one of the reasons why I launched my “invest in your leaders” course. To give Leaders a Managers the 12th core skills they need to excel in all areas of leader ship in business.

Effective leaders confront challenges head-on, viewing them as opportunities for growth and learning. They are always ready to learn through solving new problems and has the Resilience in Facing Challenges. They handle conflicts, crises, and failures with grace, using these experiences to strengthen their leadership. Ineffective leaders may avoid or mishandle challenges, undermining their team's confidence and hindering progress.

Without getting too philosophical here, challenges make and/or break leaders. The ability someone has to take any challenge head on and overcome it through success or failure is what truly shapes a great leader. The end-result isn’t the success or failure, it the takeaways from those challenges that strengthen one’s ability to lead over time!

I find it’s pretty easy to analyze if they are authentic or genuine. I am always shocked when there is a so-called leader that clearly does not care about people. You cannot be a leader of others when you genuinely don’t care.