Leadership is many things: inspiration, motivation knowledge, skills, abilities
and many more.
Meghan M. Biro tells us - on an article on Forbes -
that leadership is also about emotions[1].
As a matter of fact, this is how Emotional Intelligence started to be analyzed.
I am sure you will find this article to be very interesting.
Luis Vicente
Leadership
Is About Emotion
“Make a list of the 5 leaders you most admire. They can be from
business, social media, politics, technology, the sciences, any field. Now ask
yourself why you admire them. The chances are high that your admiration is
based on more than their accomplishments, impressive as those may be. I’ll
bet that everyone on your list reaches you on an emotional level.
This ability to reach people in a way that transcends the intellectual
and rational is the mark of a great leader. They all have it. They inspire us. It’s
a simple as that. And when we’re inspired we tap into our best selves and
deliver amazing work.
So, can this ability to touch and inspire people be learned? No and yes.
The truth is that not everyone can lead, and there is no substitute for natural
talent. Honestly, I’m more convinced of this now – I’m in reality about the
world of work and employee engagement. But for those who fall somewhat short of
being a natural born star (which is pretty much MANY of us), leadership skills
can be acquired, honed and perfected. And when this happens your chances of
engaging your talent increases from the time they walk into
your culture.
Let’s Take A Look At Tools That Allow For Talent To Shine:
Emotional intelligence. Great leaders understand
empathy, and have the ability to read people’s (sometimes unconscious, often
unstated) needs and desires. This allows them to speak to these needs and, when
at all possible, to fulfill them. When people feel they are understood and
empathized something, they respond PERIOD and a bond is formed.
Continuous learning. Show me a know-it-all and
I’ll show you someone who doesn’t have a clue about being human. Curiosity and
an insatiable desire to always do better is the mark of a great leader. They
are rarely satisfied with the status quo, and welcome new knowledge and fresh
(even if challenging) input. It’s all about investing in yourself.
Contextualize. Great leaders respond to
each challenge with a fresh eye. They know that what worked in one situation
may be useless in another. Before you act, make sure you understand the
specifics of the situation and tailor your actions accordingly.
Let Go. Too many people think
leadership is about control. In fact, great leaders inspire and then get out
of the way. They know that talented people don’t need or want hovering
managers. Leadership is about influence, guidance, and support, not control.
Look for ways to do your job and then get out of the way so that people can do
theirs.
Honesty. Not a week goes by that we
don’t hear about a so-called leader losing credibility because he or she was
dishonest. Often this is because of pressure to try and “measure up” and it’s
not coming from a place of being real – often this relates to fear of not being
accepted for your true self. We live in age of extraordinary transparency,
which is reason enough to always be true to your core – your mission will be
revealed, your motivations will show by your behaviors. But it goes way beyond
this. It’s an issue that sets an example and elevates an organization. If you
have a reputation for honesty, it will be a lot easier to deliver bad news and
face tough challenges. Are you inspiring people from your heart?
Kindness and respect. Nice leaders (people)
don’t finish last. They finish first again and again. Ignorance and arrogance
are leadership killers. They’re also a mark of insecurity. Treating everyone
with a basic level respect is an absolute must trait of leadership. And
kindness is the gift that keeps on giving back. Of course, there will be people
who prove they don’t deserve respect and they must be dealt with. But that job
will be made much easier, and will have far less impact on your organization,
if you have a reputation for kindness, honesty and respect.
Collaboration. People’s jobs and careers
are integral to their lives. The more your organization can make them a
partner, the more they will deliver amazing results. This means, to the
greatest extent possible, communicating your organization’s strategies, goals
and challenges. This builds buy-in, and again is a mark of respect. People
won’t be blindsided (which is a workplace culture killer) by setbacks if
they’re in the loop.
Partner with your people. As I said above, people’s
careers are a big part of their lives. That seems like a no-brainer, but
leaders should have it front and center at all times. Find out what your
employees’ career goals are and then do everything you can to help them reach
them. Even if it means they will eventually leave your organization. You will
gain happy, productive employees who will work with passion and commitment, and
tout your company far and wide. This an opportunity to brand your greatness.
Leadership is both an art and a science. These tools are guidelines, not
rigid rules. Everyone has to develop his or her own individual leadership
style. Make these tools a part of your arsenal and use them well as you strive
to reach people on an emotional level. Be Human. This Matters.”
