Leadership is a crucial skill in any field, but how can you tell if someone is a good or bad leader? What are the signs and behaviors that indicate effective and ineffective leadership styles and theories? In this article, we will explore some of the common characteristics and criteria that can help you identify and evaluate leaders in your organization, team, or network.
One of the first aspects to consider when assessing a leader is their leadership style, or how they approach, communicate, and influence others. There are many different types of leadership styles, such as authoritarian, democratic, transformational, servant, and situational, and each one has its own strengths, weaknesses, and contexts. Effective leaders tend to adapt their style to the needs and goals of their followers, the situation, and the environment, while ineffective leaders tend to stick to one style regardless of the circumstances or feedback.
It’s amazing how much I’ve learned about what NOT to do from having bad leaders. While there isn’t one profile, I have generally found that ineffective leaders tend to lean more authoritarian in style and have their own insecurities that lead them to gaslight and undermine others. Some tell tale signs: - not open to ideas that may challenge their own - trying to silence and minimize others - high staff turnover rates - poor communication - lack of transparency (protective w information) - taking credit for other ppls work - quick to blame others
Another way to analyze a leader is to use leadership theories, or frameworks that explain and predict leadership behavior and outcomes. Some of the most popular leadership theories are trait theory, which focuses on the innate qualities and characteristics of leaders, behavioral theory, which emphasizes the actions and skills of leaders, contingency theory, which examines the relationship between leaders, followers, and situations, and relational theory, which explores the interactions and connections between leaders and followers. Effective leaders tend to use leadership theories as tools to understand and improve their performance, while ineffective leaders tend to ignore or misuse them.
A third factor to evaluate a leader is their leadership outcomes, or the results and impacts of their leadership on themselves, their followers, and their organization. Some of the common leadership outcomes are vision, motivation, trust, commitment, satisfaction, performance, and innovation. Effective leaders tend to achieve positive and sustainable outcomes that align with their vision and values, while ineffective leaders tend to produce negative and short-term outcomes that contradict or undermine their vision and values.
Many of the outcomes of good leadership can only be measured via feedback. To make sure the feedback is unbiased because of hierarchical or political reasons, try to create a psychological safe space to allow honest feedback. Based on the existing level of trust there are different ways to do so - e.g. 1:1s with assuring disclaimer, anonymous surveys / questionnaires, or collecting feedback via collectively trusted third parties.
A fourth element to consider when identifying a leader is their leadership feedback, or the information and opinions they receive and give about their leadership from themselves, their followers, and other stakeholders. Leadership feedback can be formal or informal, direct or indirect, positive or negative, and it can come from various sources, such as surveys, reviews, ratings, testimonials, complaints, suggestions, and recognition. Effective leaders tend to seek and accept feedback as an opportunity to learn and grow, while ineffective leaders tend to avoid or reject feedback as a threat or criticism.
A very effective leader I had in the past would do a quarterly exercise of receiving 360 feedback from peers, direct reports and cross functional stakeholders. I loved that they did this and then took that feedback to continuously improve their leadership skills and grow. I adopted the same practice after that as I moved into leadership roles.
A fifth aspect to look at when evaluating a leader is their leadership development, or the process and activities they engage in to enhance and expand their leadership potential and capacity. Leadership development can involve different methods, such as training, coaching, mentoring, networking, reading, writing, and reflecting, and it can cover different areas, such as knowledge, skills, attitudes, values, and behaviors. Effective leaders tend to invest in and commit to their leadership development as a lifelong journey, while ineffective leaders tend to neglect or resist their leadership development as a waste of time or money.
A sixth factor to assess a leader is their leadership challenges, or the problems and difficulties they face and overcome as leaders. Leadership challenges can be internal or external, personal or professional, and they can range from minor to major, such as conflicts, crises, changes, ethical dilemmas, and failures. Effective leaders tend to embrace and learn from their leadership challenges as a source of growth and resilience, while ineffective leaders tend to deny or blame their leadership challenges as a sign of weakness or bad luck.
Over the past 27 years choosing leaders in my organizations is my most important job!! However, the truth is if you watch carefully, communicate frequently, and really get to know your people….they will show you who you need to choose. Your job, is to commit the time to getting to know them all. The cream always rises.