Finding True Leaders: The Key to Organizational Success

In today's fast moving world, a natural leader becomes a growing critical need. Organizations almost globally are desperately looking for a person who would inspire, innovate, and build up. True leaders act like a lighthouse, guiding their team through the waters, igniting passion in others, and fostering lasting success. But how do we find these rare gems, and why are they so essential?

The Need for True Leaders

True leaders are more than titles and people in senior level jobs. In fact they don’t even have to be in senior level jobs. True leaders can be found anywhere.; they are visionaries who quickly see beyond the horizon, igniting potential in their teams and driving them to achieve shared goals. They embrace servant leadership, focusing on serving their team and the organization. In other words, they should front the change that provides an enabling environment where innovation is harnessed, and individuals are operational on a motivated path.

Why True Leaders Matter:

1. Inspiration: Great leaders inspire their allies to dream big, reach high, and do more. They paint a vision in front of others that wows and motivates them.
2. Innovation: They create a culture where new ideas are embraced and being creative is fostered. Real leaders know that innovation is the heart of competitiveness.
3. Empowerment: True leaders respect their teams, surround themselves with smart people, and seek their advice. They empower their teams by delegating responsibilities, fostering autonomy, and encouraging collaboration, which in turn helps nurture feelings of better job satisfaction and improved performance.
4. Resilience: Real leaders lend stability and guide their organizations through rough waters caused by uncertainty and change. Their resilience and flexibility help the organization navigate through turbulent waters.
5. Growth and Development: True leaders act as mentors and coaches for the development of other team members. They fully understand that the organization is only as successful as its people.

How to Identify True Leaders

True leadership can't be measured in terms of titles and accomplishments. Instead, true leaders should be pinpointed as having the qualities and characteristics of effective leadership. Following are some strategies to find true leaders:

Look for Visionaries:

Identify individuals who can articulate a clear and compelling vision for the future. True leaders have a vision—to visualize the big picture and induce others to work towards this vision. For example, observe those who come up with new ideas during meetings or brainstorming and link these to your overall goals.

Example: During a strategic planning meeting, observe who steps forward with innovative ideas that align with the organization's long-term goals. Look for individuals who not only propose new initiatives but also explain how these initiatives will contribute to the overall vision of the company.

Find Empathy and Emotional Intelligence:

Great leaders are very emotionally intelligent. They can empathize, understand the needs and feelings of their team members, and build proper relations based on trust.

Example: Watch for how candidates interact with other people, resolve conflicts, and demonstrate support for their colleagues.

Encourage Risk Takers:

Innovation comes from taking risks and not resting on one's laurels. Authentic leaders are never shy of experimenting and learning from failures.

Example: Seek people with a history of experimentation, even if they haven't always succeeded.

Value Integrity and Authenticity:

A leader is both honest and authentic. They consistently demonstrate how effective leadership works through their actions and decisions.

Example: Ask about a hard decision in interviews and how they navigated through it. Be genuine in their story.

Empower and Respect Their Team:

True leaders empower their teams by respecting their insights and expertise. They hire and surround themselves with smart individuals, seek their advice, and encourage collaborative decision making.

Example: Notice candidates who actively seek input from their team members and create an environment where everyone's contributions are valued.

Recognizing Leadership vs. Management

While both leadership and management are crucial for organizational success, they are distinct roles with different focuses and skill sets. Understanding and recognizing the differences can help organizations better identify and develop true leaders.

Vision vs. Execution:

Leaders focus on setting a vision and inspiring others to follow. They look at the long-term, big picture goals and drive innovation and change.

Managers focus on executing the vision set by leaders. They handle the day-to-day operations, ensuring tasks are completed efficiently and goals are met.

Inspiration vs. Control:

Leaders inspire and motivate their teams. They encourage creativity, foster a positive culture, and are often seen as role models.

Managers control and direct their teams. They ensure adherence to processes, maintain order, and provide structure.

Change vs. Stability:

Leaders are change agents. They are comfortable with ambiguity and are always looking for ways to innovate and improve.

Managers are stabilizers. They focus on maintaining consistency, optimizing existing processes, and reducing risks.

People vs. Tasks:

Leaders prioritize people. They invest in relationships, development, and empowerment.

Managers prioritize tasks. They focus on planning, organizing, and coordinating resources to achieve specific outcomes.

Recognizing Red Flags in Potential Leaders

While identifying true leaders, it's equally important to be aware of red flags that might indicate someone is not suited for a leadership role. Here are some warning signs to watch out for:

• Lack of Empathy:

Leaders must connect with their teams on an emotional level. A lack of empathy can lead to poor team morale and high turnover.

Red Flag: Individuals who show little interest in the well being of others or who struggle to build trusting relationships.

• Resistance to Change:

Effective leaders are adaptable and open to new ideas. Resistance to change can stifle innovation and progress.

Red Flag: Candidates who consistently resist new approaches or are overly attached to the status quo.

• Poor Communication Skills:

Clear and effective communication is vital for leadership. Poor communicators can lead to misunderstandings and a lack of direction.

Red Flag: Individuals who struggle to articulate their thoughts or who are frequently misunderstood by others.

• Micromanagement Tendencies:

Leaders should empower their teams, not control them excessively. Micromanagement can lead to decreased autonomy and low job satisfaction.

Red Flag: Candidates who have a history of micromanaging or who express difficulty in delegating tasks.

• Ethical Concerns:

Integrity is crucial for leadership. Ethical lapses can damage an organization's reputation and trust.

Red Flag: Any history of dishonest behavior, even if it seems minor, should be taken seriously.

• Inability to Handle Criticism:

Leaders must be able to accept and learn from feedback. An inability to handle criticism can hinder personal and professional growth.

Red Flag: Individuals who react defensively to feedback or who blame others for their mistakes.

• Lack of Transparency:

Leaders should be open and honest with their teams. A lack of transparency can create distrust and confusion within the team.

Red Flag: Candidates who withhold information, are not forthcoming about their actions or decisions, or who create a culture of secrecy.

• Learning from Leadership

When seeking a new role, looking at the leadership within an organization can provide valuable insights into what you can learn and how you can grow. Here are some aspects to consider:

• Leadership Style

Observe the leadership style of potential employers. Do they inspire and motivate their teams, or do they rely on control and authority?

What You Can Learn: Adapt your own leadership style by understanding what works and what doesn't in different environments.

• Vision and Values:

Assess the vision and values of the leaders. Are they forward thinking and aligned with your personal and professional goals?

What You Can Learn: Align your own goals with those of the organization and understand how to effectively communicate and pursue a vision. This is a great way to help analyze a potential company you may want to go work for. In the interview process try to find out if they are people you can learn from.

• Opportunities for Growth:

Evaluate how leaders invest in the growth and development of their teams. Do they provide mentorship, training, and development opportunities?

What You Can Learn: Seek out and take advantage of growth opportunities to enhance your skills and career trajectory.

• Cultural Fit:

Consider the organizational culture shaped by its leaders. Is it a supportive and inclusive environment where you can thrive?

What You Can Learn: Understand the importance of cultural fit and how to contribute positively to the organization's culture.

• Leadership Impact:

Observe the impact leaders have on their teams and the organization as a whole. Are they able to drive change and achieve results?

What You Can Learn: Learn how to measure and achieve impact through effective leadership practices.

The Journey to Authentic Leadership

It's essential to find natural leaders, but it's equally vital to cultivate and raise them within your organization. A few ways to develop leadership on your team are:

Build a Leadership Culture:

Cultivate a leadership culture; thus, allow and encourage leadership at all levels by promoting openness in communication and collaboration while continually learning.

For example, create a scheduled leadership workshop and forum for sharing experiences and learning from one another.

Encourage Feedback and Reflection:

Regularly provide feedback and encourage self-reflection. True leaders are always looking for ways to be better and grow themselves.

Example: Implement a mechanism for 360degree feedback and conduct coaching sessions in which potential leaders can reflect on their strengths and areas for improvement.

Recognize and Reward Leadership:

Recognize and reward leadership behaviors and accomplishments. Celebrating the wins reinforces those qualities and motivates others to exhibit the same.

Illustration: Create leadership excellence awards and recognition programs.

Wrapping it all up

Finding and hiring authentic leaders is a deliberate and continuous exercise. That can be a critical part of an organization’s success. I am sure you have seen all kinds of different meme’s or signs that talk about leadership, and what bad leadership can do to the culture, productivity and success of an organization. When organizations search past titles and some conventional way of measuring success, focusing on the elements representing authentic leadership will unearth those who will inspire, be innovative, and eventually lead to the future light of it all. Authentic leaders are not just in demand; they are, in fact, indispensable for achieving objectives and success that lasts today. Authentic leadership is everywhere—sometimes in the most unlikely of places. Having it in place for many organizations, it can create organizations that will be resilient, innovative, and able to meet any challenge. The time to find and foster authentic leadership is now.

I have had the privilege of working with and for many established and budding leaders throughout my career. From Jay Leazott , to Cathy Oaks , Vince Alletto , Scott Ward , and Matthew Overlund who wrote Stop Pulling the Ship .

I would be remiss if I didn’t also mention those I have worked with whom without authority can still lead those around them and do great things. Andrew Clark , Mike Schneider , Grayson Master and many more with true leadership potential.

What do you think? What is critical to leadership? Whom have you worked with that you felt was a great example of a leader?

A big thanks for Justin Shannon for his editing mastery.