Becoming a Great-True-Future-Competent LEADER - Paul Fein

??Having impact and value as a leader with key critical competencies.

??To be a strong, transformational, and effective leader, there are many significant attributes and capabilities that must be utilized in all operational and leadership activities. Critical is the full understanding of the personal key skills and drivers that build successes to address unprecedented business challenges as well as organizational changes.

There are six key areas critical for impactful leadership.

?1.?????Leaders need to be competent and skillful.

v?Purpose Driven

2.?????Leaders need to be compassionate and empathetic.

v?Passionate

3.?????Leaders need to be growth and development focused to achieve outcomes.

v?Optimistic

4.?????Leaders need to be transformational strategic and value drivers.

v?Courageous

5.?????Leaders need to be employee supportive to enhance desired behaviors.

v?Humanistic

6.?????Leaders need to be accepting of personal short comings in self and the

mistakes by others.

v?Open Communicators

So, to be able to meet leadership challenges, leaders need attributes and capabilities with clear focus and identified workplace successes by being able to………….

·??????Observe the total business environment, employee populations, and people contributions.

·??????Address many crisis situations, by taking risks, building on uncertainty, and

mastering goal conflicts.

·??????Establish expectations with clarity all based on key behaviors, optimism,

and personal leadership self-confidence.

·??????Drive team direction and innovative approaches to achieve successes.

·??????Enhance imagination and creativity based on personal spirit.

·??????Build talent by closing learning gaps and finding strategic support.

Stronger and future leaders need to be able to build connections and passionate relationships. The personal self-awareness must energize innovation and drive true effective listening with compassion. Future impactful leaders must have courage and have the ability to inspire learnings from opportunities as well as from mistakes, all based on using authenticity and business connections. To influence change in the “new norm” requires leaders to enhance collaborative responsiveness and prioritized social development experiences.

??????So, to be strong and effective, leaders need to be…………

·??????able to cultivate self-confidence and drive psychological safety

·??????able to build realistic thinking and enhance risk-taking practices

·??????able to value diversity of ideas and grow positive behaviors

·??????able to utilize unique leadership attributes and to mentor others

·??????able to appreciate strategic contributions and provide learning recognition

·??????able to grow successful business results and focus on accountability

·??????able to enhance relationships and motivate respectful collaboration

·??????able to exhibit compassion and disclose self-aware humility

·??????able to energize organizational commitment and dedicated to morality

The Foundation for Future True Leaders

There are three critical areas for leaders with regards to building self-awareness and personal development……….all influencing leadership value and impact.

1.?????Behavioral Human-Centered Soft Competencies

2.?????Managerial Leadership-Connecting Hard Skills

3.?????Business Visionary-Creative Insightful Capabilities

?The first critical area – Soft Competencies

There are three components for the human-centered competent leader.

?????????????One – Empathy

Empathy is a critical emotional component based on strong self-awareness and a positive value-oriented leadership approach. There is a need for resilience in being a people-focused individual as well as environmental observer that looks at patterns and general functionality. Confidence and courage are both based on true integrity, openness, and honesty. Kindness and compassion are built on humility and humbleness, driving and enhancing genuine respect. Empathy can build positive outcomes, such as innovation, inclusivity, and engagement, all impacting mental health and personal performance.

Two – Trust

Key is to grow and develop relationships as well as partnerships by demonstrating both personal and professional caring, connecting, and knowing the needs of others. This soft competency helps drive future opportunities for others and builds the acceptance of a changing culture by demonstrating self-character and commitment to the enhancement of deep trust.

Three – Human Chemistry

Energy with an adaptive and open mindset will foster an inclusion, resilient, and motivating vision. Charism with consistency and real authenticity clearly can help grow credibility and leadership courage. Different perspectives can even be built on constructive feedback and cognitive readiness. And leaders must always recognize and appreciate diverse contributions and dynamic approaches to problem-solving.

The second critical area – Hard Skills

There are three components for the leadership-connecting competent leader.

One – Communication

Leaders are exceptional influencers, utilizing some assertiveness as well as persuasive wisdom. Having the ability to conduct and receive feedback, both formal and informal, will always help individuals find new opportunities and build flexibility in thoughts. Active listening and open connections are based on real facts, feelings, and values, all enhancing a complex and full presence. There is a need for clear prioritization and identification of requirements to gain the support as well as the acceptance of evolving transitions. Ultimately, impressive performance can be driven with outstanding clarity and ability to articulate an effective as well as inspiring vision.

Two – Relationships

Strong and collaborative teamwork is built on appreciation and inspiration. Empowering others comes with courage, along with always acknowledging and recognizing contributions as well as value-added activities. Delegation helps drive team strategies and relationship successes, all enhancing a commitment to achieving social connections and business outcomes.

Three – Development

Future and high potential leaders are built on a sense of purpose and meaning to maximize performance. A culture of continuous learning and on growing people talent will help achieve business goals along with the creation of a work environment that is fulfilling and enjoyable. Development of competencies and skills as well as closing learning gaps with agility are further driven through coaching and mentoring partnerships, focusing on the growth of learners.

The third critical area – Insightful Capabilities

There are also three components for the business visionary-creative leader. (Some of the components are based on having soft and hard competencies.)

One – Decision-Making

Focusing on the future with clarity and purpose needs to be based on global strategies and perspectives. Critical thinking will drive specific decisions and enhance the dynamic direction. Strong and inclusive insights as well as approaches can motivate commitment with optimistic encouragement as well as the finding of new potential opportunities along with true credibility.

Two – Innovation

Building a creative and exceptional culture based on innovative thinking and creativity insights can elevate global problem-solving as well as support entrepreneurship. Imaginative approaches and utilizing valued contributions can drive new and outstanding results along with a respect for diversity and inclusion. Innovative thinking and reflecting can be motivating as well as raise the level ?of reasoning techniques specific to application processes and approaches.

Three – Ownership

There needs to be an ability to develop a culture that is able to address challenges along with a commitment by leadership to personal competencies. Agility and flexibility with core values and accountability for results can impact meaningful outcomes and business successes, even on a global basis.

Closing Remarks

Future leaders need to look beyond the past, to have passion for future success, and to have energy to create powerful transformations. Great leaders need to be able to enhance performance with respect and to build a psychological engaging culture. All challenges associated with reskilling must be based on new technologies and work processes. The learning content must also be innovative, collaborative, and rewarding. The new hybrid and remote work environments clearly define the evolving learning approaches, many based on virtual development experiences. A sensible vision with outstanding focus that is communicated by leaders will help move conflicts into valued decisions and direction. There must also be a connection to the organizational business strategies and the truly evolving-workforce critical requirements as well as needs.

v?Key is to align leadership critical competencies with organizational

learner needs and the desired company growth factors.

v?Skills with persuasion and influence will foster trust as well as all

purpose driven actions.

v?And leaders need to always be compassionately empathetic and

to be strategically transformational drivers.?