What skills make a transformational leader?

La vision es fundamental en la construction de liderazgos auténticos, pero lo mas importante, es desarrollar la capacidad para que todas las personas puedan estar convencidas, seguras, alíneadas con dicha vision. Para que eso suceda, necesitamos generar confianza, necesitamos escuchar, y especialmente darle la importancia a lo que cada miembro del equipo tiene por aportar.

Coherence between the message and actions is essential to achieve the team's trust and transmit an authentic message. A clear vision that leads, close and participatory, the ability to inspire from a common purpose.

Transformational leaders bring clarity to chaos and are able to drive disruptive innovation in changing environments. They synthesize information quickly and can engage teams to tackle problems cross functionally and deliver strategic goals.

Transformational leaders have many skills that are easily identifiable. They are inspiring, ethical, results oriented, team building, vision setting, positive people.

Communication, ability to read people mind, knowledge of translation of the organization vision and share holder expectations to workable plan that can be implemented.

Creating psychological safety in executive leadership is crucial for transformational leaders. In Vietnam, where 58% of employees report wanting more open communication at work, fostering an environment where teams feel safe to share ideas and take risks without fear is essential. Leaders who build this climate encourage trust, empathy, and innovation, leading to more effective decision-making and higher team engagement. For executives in Vietnam, prioritizing psychological safety is key to building resilient and high-performing teams in a rapidly evolving business environment.

La inteligencia emocional es clave en el desarrollo de las habilidades directivas. Entender que a diario estamos expuestos a un sin numero de restricciones que nos generan cambios en nuestras emociones, sentimientos y resultados, nos hacen mas suceptibles a que nuestras emociones nos jueguen una mala pasada. Es por ello, que formar, capacitar, entrenar a nuestros equipos para entender que cada situación que nos presenta el dia a dia no es mas que un impulsor, un generador de oportunidades, es clave.

Forget charisma, high EQ leaders win hearts, minds, and wallets. They excel at motivating teams, building trust, making sound decisions, and navigating change, all leading to stronger financial performance. Studies show companies with high EQ leadership see increased employee engagement, reduced turnover, and improved customer satisfaction. So, don't underestimate the power of EQ. It's not just a leadership quality, it's a strategic advantage for driving profitable transformation.

Under such tight situations all efforts should be made to enhance further Efficiencies , minimize downtimes , losses control and cost optimization lead by R&D. Most of the times losses control and yield management practices neutralize layoff / restuructering etc

While there is a suite of skills that make up a strong, transformational leader, leadership centers around people. As such, a leader’s ability to read the situation and manage through the emotions of everyone involved is essential. This is especially true in environments where you’re leading through high degrees of change and transformation. While it’d be much easier to have a strategy and figure out the operational execution required to bring it to life, people add a heavy layer of unpredictability and complexity. Furthermore, leaning into your emotional intelligence skills will help you identify what other skills you need to build since you’ll be able to read how well your adjacent skills are when leading the people around you.

I couldn't agree more with the emphasis on creativity and innovation. Encouraging a culture where new ideas are not only welcomed but actively sought after has been instrumental in driving positive change within my teams. By fostering an environment that values experimentation and learning from failures, we've been able to stay ahead of the curve and tackle challenges with innovative solutions. It's not just about generating ideas but also about empowering team members to take ownership of the innovation process and providing the support they need to turn ideas into reality. Recognizing and celebrating the contributions of individuals who drive innovation further reinforces the importance of creativity within the organization.

Challenging the status quo opens the door to endless opportunities. It starts with asking questions, once the answer is “ that’s how it’s always been done “ then you’re getting close . Maybe it doesn’t need to change but this process has to be done either to validate that it’s still fit for purpose or there are improvements or a full transformation is needed . People have to think and be comfortable with this simple question and not get on the defensive . This sets the foundation for a culture that encourages continuous improvement, innovation and creativity.

The best transformational leaders don't see problems as walls; they see them as puzzles to solve. They encourage their teams to think outside the box, to question the status quo. They foster a space where trying something "crazy" and failing is better than stagnating. Remember how Netflix started as a DVD-by-mail service? Pivoting to streaming was risky, but that move turned them into a media giant. It took a leader willing to disrupt their own business to make that happen.

Not every idea is a winner, so teams looking to innovate need volume. That means encouraging your team to share their ideas early and often. You need an environment of psychological safety. If colleagues feel their ideas will be well received, they will be more likely to share early and often. Imagine a clay pot; we can work together to mold the pot when the clay is wet. But once the pot is fired, it's set. The same is true for ideas; once we've spent too long baking them, we become attached, and they become brittle. At InVision, we created a habit of saying "#badversion" before sharing a purposely underbaked idea. The very act of stating, "this idea has holes," gives colleagues the confidence that they can share without judgment.

In order to create a culture of innovation and creativity: - Accept failure as a learning opportunity. Create a safe environment where your employees do not fear failure and are empowered to take calculated risks and experiment with new ideas, knowing that every attempt might not be successful. - Dedicate innovation time. Allocate time for employees to work on projects and ideas that are outside their regular responsibilities. - Encourage cross-functional team projects and collaborations. This allows for the exchange of knowledge and ideas between different areas of expertise, sparking innovation.

Tenemos que tener espacios donde podamos hablar, direccionar, sensibilizar a nuestro equipo. Esto nos hace ms cercanos, especialmente nos hace mas humanos. Estar por arriba del resultado, y buscar la forma como llegamos a el mismo, sin dejar heridos en el camino es fundamental.

A leader can use coaching to facilitate the development of specific skills and competencies within their team members, providing guidance, feedback, and support to help them achieve their goals. While mentoring, he can use his experience and help his team by sharing knowledge, insights, and best practices to foster professional growth and development. By incorporating coaching and mentoring into their leadership approach, a leader can empower their team members to reach their full potential, enhance performance, and drive collective success.

Coaching and mentoring are vital skills for a transformational leader. They empower followers by asking open-ended questions, actively listening, and offering constructive feedback. By delegating tasks and providing support, leaders create environments where growth and learning thrive. Encouraging feedback and reflection fosters a culture of continuous improvement.

As a leader, engaging in these practices means committing to the growth of your team, helping them overcome obstacles and facilitating their personal and professional development. Effective coaching and mentoring start with the ability to listen actively; it can help you identify the real challenges your team faces, enabling you to provide more targeted and effective guidance. Instead of always providing answers, ask questions that prompt reflection and self-discovery. Work with your team to set clear development goals; these goals should align with their career aspirations as well as the needs of the organization. Provide constructive feedback that is a balance of positive reinforcement and critical advice, aimed at guiding improvements.

Transformational leaders make a real impact by being great coaches and mentors. They develop and empower their teams by asking thoughtful questions, listening carefully, and providing constructive feedback. They help set and achieve goals, create growth opportunities, and foster a culture of continuous learning. These leaders delegate tasks, offer support, and give recognition, ensuring their followers feel valued and motivated to improve. This approach not only enhances individual potential but also drives the overall success and innovation of the organization.

An ethical leadership resonates with employees on a personal level, specially in times of change. One way to achieve this is by aligning the company's purpose with the values and beliefs of its employees and the society, for example when it comes to sustainability. By connecting the company's purpose with the values of its employees and the society, leaders can create a culture of engagement and commitment, attracting talent. This, in turn, can drive innovation, productivity, and ultimately, a shared success with a positive external impact.

Ethical leadership is a cornerstone skill for transformational leaders, emphasising integrity, accountability, and respect. Such leaders prioritize transparency and accountability, uphold the rights and dignity of others, and adhere to legal and moral standards. They navigate ethical dilemmas with clarity and fairness, fostering a culture of integrity and trust among their followers. Through guidance and support, they empower others to uphold ethical principles, reinforcing positive behaviour and addressing unethical conduct when necessary.

Alongside listening as one of the key components of a transformational leader, being honest, honoring the values of the company, and being responsible within your leadership are essential. Supporting your team to be their best selves by creating room for their individuality is also important.

Para mí esto se acerca mucho al liderazgo sabio en el aspecto que la ética y los valores sólidos son fundamentales. Los líderes sabios se adhieren a principios éticos y guían a otros con integridad y honestidad. En lugar de tomar decisiones impulsivas, los líderes sabios se toman el tiempo necesario para reflexionar y evaluar las implicaciones de sus elecciones. Consideran diferentes perspectivas y buscan soluciones equitativas. Los líderes sabios mantienen su conducta ética en todas las situaciones, incluso cuando enfrentan presiones o desafíos difíciles. Los líderes sabios tienen una visión integral de los desafíos y oportunidades. Consideran el panorama general y cómo las decisiones impactan a la organización y a la sociedad.

There are some fundamentals: transparency, sustainability, fair labour practices, ethical sourcing and stakeholder management. These are foundations upon which leaders can demonstrate their ethical leadership, through actions that inspire. Consider the growth in social media and the tendency of influencers to set the tone and mood. This is often a polarising lens through which company leadership is viewed, and you have to be cognisant of this when planning. At the same time, transition means change and that is never an easy thing to manage, so it's about going back to the foundations again and ensuring these are in place as you start to navigate through strategic change with an ethical bias that resonates and builds your culture

One innovative solution to foster transformational leadership and innovation within an organization is to establish innovation incubators. Here employees are encouraged to collaborate, experiment, and develop innovative ideas and solutions. Within the innovation incubator, employees have the opportunity to work on projects that align with the organization's strategic goals while also addressing emerging challenges and opportunities. They receive support, resources, and mentorship from leaders and subject matter experts, enabling them to explore new concepts and technologies with greater confidence .This structured framework cultivates a culture of innovation, nurturing leaders who drive meaningful change and organizational success.

A transformational leader inspires people to do things that create sustainable impact. For this they need to have a long list of abilities and support structures in place. What stands out for me in a transformational leader is (1) their ability to get the best out of a collective of stars in their team and (2) their focus on the external world, whether it is customers, suppliers, regulators or other stakeholders.

To me, a transformational leader delivers on the ground and strives to better the lives of all those who are around. A transformational leader possesses the following characteristics, ACCREDIT: -A: Accountability -C: Competence -C: Creativity -R: Resilience -E: Empathy -D: Dignity -I: Integrity -T: Teamwork