Leadership Communication Styles

Effective leadership is predicated on the ability to communicate powerfully and persuasively. No leader can expect to influence, motivate, and guide their team without mastering the skill of communication, particularly as it applies to different leadership styles. In this comprehensive exploration of leadership communication styles, we delve into various dimensions of communication, from the foundational principles of verbal and non-verbal cues to the complexities of directive, participative, free-reign, and transactional styles. With particular focus on the effects of these styles on team dynamics and the working environment, we investigate how to foster productivity, resolve conflicts, and enhance team cohesion. This analysis is firmly anchored in real-world applications, drawing from a range of case studies to breathe life into theoretical concepts. Ultimately, we envision a path for leaders to uplift their communication skills, integrating emotional intelligence, active listening, empathy, clear articulation, and constructive feedback.

Understanding Communication Styles

Defining Leadership Communication Styles

Leadership communication styles refer to the distinct ways in which leaders convey information, influence, or motivate their teams. These styles are primarily categorized into four types: autocratic, democratic, transformational, and laissez-faire. An individual’s leadership communication style is shaped by distinct factors such as personality traits, formative experiences, and an understanding of the suitable techniques to adopt according to diverse scenarios.

An autocratic leader takes charge and controls all the decisions, communicating in a more directive and less consultative way. Meanwhile, a democratic leader seeks feedback and encourages open communication, promoting participation from team members. A transformational leader inspires and motivates team members through compelling communication that triggers change and innovation. Lastly, a laissez-faire leader allows teams to take charge, offering minimal direction or intervention.
Recognizing Verbal and Non-verbal Cues

Verbal and non-verbal cues are essential aspects of leadership communication styles. Verbal cues include tone, pacing, volume, and the actual words used by a leader. These cues can indicate a leader’s confidence, enthusiasm, openness, and approachability, influencing team dynamics and overall workplace culture.

Non-verbal cues, on the other hand, include body language, facial expressions, and gestures. They play a significant role in communication, often conveying more than spoken words. They are critical in reinforcing or contradicting the verbal message thereby shaping the receiver’s interpretation of the communication.

Understanding the Impact of Leadership Communication Styles

Different leadership communication styles have significant effects on a team’s performance, morale, and job satisfaction. For instance, autocratic communication may lead to high productivity levels, especially in decisive scenarios, but might also cause dissatisfaction due to limited team participation. On the contrary, democratic and transformational communication styles often lead to higher job satisfaction as they foster an environment of respect, innovation, and motivation.

However, excessive use of a laissez-faire style can potentially lead to confusion and lack of direction, impacting team productivity negatively due to the absence of clear guidance or goals. Thus, understanding the potential impacts of these communication styles can enable leaders to adapt effectively, based on the team’s needs, nature of tasks, and specific corporate circumstances.

Developing Effective Leadership Communication Styles

Leaders can benefit significantly from assessing and refining their communication styles regularly. An effective leadership communication style is characterized by clarity, transparency, active listening, timely feedback, and adaptability. Leaders should aim to communicate clearly to avoid ambiguity and misunderstandings, promote transparency to foster trust among team members.

Active listening is an essential communication skill to understand team members, address their concerns, and respect their suggestions. Timely feedback is necessary to guide team members, appreciate their efforts, and improve their performance. Lastly, leaders should be adaptable in their communication style, considering various factors such as the personality types of team members, situational demands, and changing organizational culture.

Understanding leadership communication styles is a multifaceted yet quintessential aspect of corporate management. By gaining a comprehensive grasp of these styles and learning to adapt them to various situations, leaders can effectively steer their teams towards their goals.

Overview of Leadership Communication Styles
Elucidating Leadership Communication Styles

Leadership communication styles encapsulate the methods and nuances with which leaders communicate and engage with their team members. These are generally divided into four principal categories: directive, participative, free-reign, and transactional.

Directive Communication Style

The directive communication style is characterized by one-way communication where the leader gives instructions and commands to their subordinates. Leaders using this style tend to be assertive and decisive, making clear what is expected, when it is expected, and how it should be done. This style can be beneficial in high-stress situations, projects with tight deadlines, or when work needs to be standardized. The drawback, however, is that this type of communication can stifle creativity and subordinate engagement, as it doesn’t encourage participation or feedback.

Participative Communication Style

The participative communication style, also known as democratic leadership, involves two-way communication, where the leader engages team members in discussions and decision-making processes. This approach fosters a collaborative environment, encouraging innovation, employee satisfaction, and commitment. However, the downside is that decision-making can be slow, especially when there are diverse views, and it may not be the best approach in a crisis when swift action is required.
Free-Reign Communication Style

Free-reign, or laissez-faire leadership communication style, is one where the leader provides minimal supervision and gives team members considerable autonomy in their tasks. This style is known to foster creativity, individual ownership, and personal growth as team members are allowed to explore and find solutions independently. Yet, it may lead to a lack of coordination and consistency, and may not be effective in teams that require high levels of guidance and feedback.

Transactional Communication Style

A transactional communication style is based on a system of rewards, punishments, and exchanges. Leaders using this style set clear expectations and link rewards to the achievement of set objectives. This way, it promotes productivity and compliance. Transactional leaders excel in highly-structured environments that depend heavily on routine work. However, this style could limit employees’ intrinsic motivation and discourage them from going above and beyond their set duties.

Fathomable Insights into Leadership Communication Styles

Recognizing and understanding various leadership communication styles are essential skills for contemporary leaders. Each style presents its own advantages and disadvantages, malleable according to the situation, task, and personnel involved. By mastering the range of these styles, a leader can strategically alter their communication to suit different circumstances. Cultivating this flexibility in communication aids leaders in efficiently steering their teams, fostering a productive work ambiance, and facilitating the achievement of their organization’s goals.

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8 Steps to be an Innovative Leader

 

Are you ready to be an innovative leader in the 21st century? If so, then read on. In this article, we will discuss how to create a culture of innovation in your organization and what it takes to be an innovative leader. We will also give you some tips for designing your own creative solution that can help solve any problem or issue that arises.

So, what does it take to be an innovative leader? Leaders need to create a culture of risk-taking, which will allow people to think outside the box and explore new ideas without fear of failure or ridicule from others. And finally, leaders need to take risks themselves in order to set an example for their employees. For example, if you want your team members to be more innovative, try brainstorming new ideas yourself and see how they respond.

Here are eight steps that you can take to become an innovative leader in your company:

What is Innovation?

An innovative company is one that can bring change to the world rather than following trends or ideas from other industries. A business becomes innovative when it tackles new issues from different angles–even from unlikely places. Innovation can be created through collaboration between people with different perspectives. That means the more diverse your workforce, the more innovative your company will be. Innovation also requires a change of perspective and a departure from the status quo.

Promote Creativity and Risk-Taking

You have to be a leader that inspires innovation, curiosity, and creativity in those around you. To do this, create a culture of risk-taking where employees feel comfortable trying new things without fear of failure or ridicule from others. Take risks yourself as a leader to set an example. For example, if you want your team members to be innovative with design, then you should be willing to experiment with new design techniques as well.

Encourage Creativity Through Open Communication

In order for employees to feel inspired to be innovative, they need trust from you as a leader. Maintaining open lines of communication with your team is key to this. Employees should feel comfortable speaking up and asking questions during meetings or one-on-one conversations. Be open to criticism and constructive feedback as well–it’s the only way to grow.

A great way to encourage innovation in the workplace is by encouraging employee feedback. Not only does this show your team that you’re interested in hearing their thoughts and suggestions, but it will also help you spot trends and recurring problems that may not have been a top priority for your team – allowing you to solve these problems sooner.

This can be as simple as setting up regular meetings between yourself and the employees on your team, or using an online feedback form so people from different departments can provide input. In fact, you can even use a mobile app for employee engagement software to make it easier for employees to provide feedback and stay updated on their progress.

Practice Active Listening

As an innovative leader, you should communicate with sincerity and authenticity to inspire trust in your team members. You want your team to feel like you appreciate the input they give you and that their ideas are valued. To accomplish this, practice active listening by making time for one-on-one meetings with your team to understand what they’re working on and how things are going. You also want to encourage them to be open about any frustrations or concerns they might have–because that’s where you can step in to provide guidance and feedback.

Give Credit Where It’s Due

The best leaders are ones that look for opportunities to give teammates the credit they deserve when an innovative solution is discovered or implemented. Also, in order to foster trust and open communication in your team, be transparent in your decision-making process. Let your employees know how you came up with your ideas and how you’ll be implementing them.

Create an Atmosphere of Trust

Building trust with your employees is crucial to being a successful innovative leader. You have to create an environment where people feel comfortable sharing their thoughts, concerns, and ideas without fear of rejection by others on the team. That means you need to be open-minded about what your team members have to say and be willing to consider different perspectives.

In order for employees to feel comfortable sharing their thoughts, concerns, and ideas without fear of rejection by others on the team, you need to be open-minded about what your team members have to say and be willing to consider different perspectives. Promoting creativity in the workplace means celebrating failure–because it’s how we learn.

We can’t get better at something if we don’t know where our weaknesses are. So instead of berating someone for messing up a project or task, recognize that they came up with a new idea or way of solving the problem which is valuable even if it didn’t work out this time around. This will not only make them feel appreciated but also encourage them to experiment more in future projects because they’ll know you’ll be supportive when they fail.
Encourage Risk-Taking

The best way to foster innovation in the workplace is to encourage risk-taking. That doesn’t mean you have to accept every harebrained scheme that your employees come up with, but you should be open to new ideas and willing to experiment with them. Try unusual ideas and see where they take your business. Don’t be afraid to invest time and money into a new idea that might not work out, as long as you learn something from the experience.

Experimentation and risk-taking in your organization are two of the most important things that lead an individual towards innovation. If you want people to come up with creative solutions, then it’s time we start rewarding those who take risks or make mistakes, not punish them.

The best way to encourage experimentation and risk-taking is by showing your employees that you’re willing to take risks yourself, too – whether it’s as simple as trying new techniques or taking on a project without being sure how the outcome will turn out. It does not matter if they fail: what matters is that they took a risk.

Brainstorming to Jump Start Creativity

To help your employees come up with creative solutions for any problem or issue, brainstorming is a great place to start. Brainstorming alone can lead people towards innovative ideas and solutions in the workplace – without creating an environment of competition between members of the team. You can do this by assembling a team of people from various departments and asking them to come up with ideas.

Another option is to set aside time for creativity, which will allow your employees the freedom to explore different creative solutions that they may not have considered otherwise. You can also encourage inter-departmental brainstorming sessions – as teams who work together on a regular basis will be more creative than those who don’t.

You can also set up brainstorming sessions with the entire team and assign one person to record ideas as they are brought up. This way, you’ll never lose any good idea that was not fully developed – because it is always better to have too many solutions than none at all.

Promote Learning and Creativity

Another great way to foster innovation is by providing opportunities for your employees to learn about new trends and technologies in the industry – so they can stay ahead of the curve when it comes to design, technology or any other aspect of their job. Keeping up with what’s going on outside of work will also provide people with plenty of creative ideas for how they can apply new knowledge to the workplace.

One way to promote learning and creativity is by offering courses or seminars that employees can attend – for example, this could be as simple as buying an e-learning course from Udemy which they can do on their own time.

You can also offer workshops where employees come together and learn about a specific topic related to their industry or work. This will not only allow employees to learn new skills, but it will also give them the opportunity to network with their colleagues and learn from their experiences.
The Importance of Innovation

One thing that I’ve learned over the past few years is how innovation is becoming more and more important to companies. The days where companies can just focus on providing a quality product at a decent price are long gone, and now it has become absolutely crucial for them to innovate instead.

Innovation can come from different places and from the people that you work with. If you want to be innovative, you have to take risks and change your perspective. Creating an atmosphere of trust is also important for any business, as well as encouraging creativity in the workplace. In order for employees to find creative solutions, they need an open-minded leader who recognizes what they have to offer. You should be willing to invest in new ideas and not discourage risk-taking when it comes to innovative ideas because it makes a difference in what your company offers its clients.

All in all, fostering a culture of innovation is the key to success for any business and organization today – especially considering how quickly our world changes. As leaders, it is your responsibility to create an environment where people feel comfortable exploring new ideas or taking risks; without this type of leadership, organizations will never progress past being stuck with old ideas and old methods.

Creating a culture of innovation in your organization can be difficult, but it’s definitely worth the effort. With the right tools and attitude, you can turn your team into a group of high-achievers that are always coming up with new ideas and ways to get things done.

Happy Innovating!


What have been your experiences with practicing integrity in the workplace?

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How to Be an Empathetic Leader

 

As our world continues to change, rapidly what remains the same is the need for leaders to be empathetic. While empathy has always been a key trait for a successful leader, it is even more important today. Empathetic leaders can understand and share the feelings of others, allowing them to build strong relationships, foster collaboration, and create a positive work environment. People are facing more challenges in their lives today than ever before while many organizations have leaders with little or no experience of what it takes to lead during difficult times. The dictionary describes empathy as the ability to feel what another person is feeling. To be able to do so, leaders require a frame of reference and many do not have that frame of reference. Organizations employing people have a responsibility to do their best to play a part in helping employees be whole. While no organization is expected to take full responsibility for employees' lives, those organizations that do prioritize their employee's well-being reap the benefits of a more engaged, committed, and loyal workforce. A March 2023 Deloitte study showed that empathy has become increasingly more important as many workplaces transition to a hybrid environment and that a manager's emotional intelligence and empathy were ranked in the survey of 1,274 employees as the most critical elements in fostering stronger ways of working in a hybrid environment. With this in mind, if you are a leader seeking to be more empathetic you should:

Be In-tuned to Your Own Feelings: Empathetic leadership starts with a leader being aware of his or her feelings. Great leaders have their pulse on their own emotions, biases, areas for improvement, and strengths. Understanding their own emotions will allow a leader to role model behaviors that help employees feel psychologically safe in the workplace. Individuals in-tuned with their own emotions will also be better at empathizing with the feelings and experiences of others. Leaders can start to cultivate a stronger focus on showing empathy in the workplace by being deliberate about self-care. This could include acts such as practicing mindfulness, pausing daily for gratitude, and taking time to strategically seek ways to be more present in and out of the workplace. Self-awareness can also be achieved through active listening and seeking feedback. Giving employees undivided attention and asking questions, in a non-judgmental way, will build trust and foster an environment of openness.


Being deliberate about showing employees that their feelings are valuable and that there is a real interest in listening and absorbing what is being shared, will go a long way in helping the employee feel valued and appreciated. One question that sometimes arises from leaders is: “How can I be a better leader?” This question is usually focused on the business. The focus being intentionally on how to increase revenue, how to get the right visibility to senior leaders, and how to make a difference in the organization and the community. Too many leaders do not consider their ability to effectively lead their teams as an important factor in how they measure their success. When I've had the opportunity to mentor and coach leaders, I take the time to probe and attempt to learn about their ability to effectively lead a team, and I sometimes find myself reminding leaders that employees are looking to them to demonstrate what good looks like and therefore it is important to be self-aware and be deliberate about showing employees how they are feeling. Some leaders make the mistake of pointing to others in the workplace as role models and not being deliberate about role-modeling behaviors themselves. Leadership starts with role modeling and some of the ways that leaders can increase their empathetic capabilities is by being vulnerable and showing employees that they too have feelings and that the employee's feelings are valid and accepted.

"I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel." Maya Angelo

Be a Champion of Inclusion, Diversity, and Equity: Empathetic leaders create an inclusive environment where everyone can feel valued, heard, respected, and appreciated. A leader who is deliberate about embracing all employees will gain support and earn the trust of their employees. Employees will feel safe and secure in a working environment where a leader actively removes biases from business practices and does not tolerate inequality of any kind. Great leaders surround themselves with diverse talent and do not stop only at hiring underrepresented groups. A leader with a diverse mindset spends time getting to know employees that represent a group he or she knows little about. In addition to a deliberate focus on inclusion, empathetic leaders ensure that others in the organization are behaving in ways that include all employees, develop and promote underrepresented employees and celebrate employee wins consistently, across all employee groups. Fostering an environment that ensures employees can feel included and accepted will drive engagement, retention, and an overall sense of belonging. Employees who feel that they belong will work harder to stay on the team and support the leader's success, therefore building a stronger organization.

One of Maya Angelo's famous quotes is "I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel." When people think about how others have made them feel over the years, it stands out. There are very specific details that go along with feelings and therefore leaders must always be self-aware. Empathetic leaders actively promote diversity and embrace different perspectives. This involves creating opportunities for diverse voices to be heard, encouraging collaboration, and ensuring fair treatment for all employees. Brene Brown was quoted as saying "True belonging doesn't require us to change who we are; it requires us to be who we are". By fostering an inclusive environment, leaders allow employees to be themselves, which cultivates a sense of belonging and trust among their teams.

Leaders seeking to increase the diversity of their teams should know the numbers. What percentage of the employee population matches the customer demographics? How far off are the organization's diversity numbers from the industry? Having those answers can help the leader set goals to increase diverse representation in the organization. When setting goals to improve inclusion, equity, and diversity, it is important to set bold goals, communicate them to all employees, and ask all employees to play a role in achieving the success of the goals. Involving the employee population will help hold leaders accountable and also very clearly inform employees of the organization's stance and intentions. Empathetic leaders employ diverse perspectives and are actively seeking ways to learn about, support, and empower various groups of people.

Show That You Really Care: If empathy is a check-the-box exercise it will become evident to employees. People can sense when an individual is being genuine in their actions and will quickly recognize leadership behaviors that feign authenticity. Empathy is built upon the ability to see things from another person's perspective. Empathetic leaders practice perspective-taking by imagining themselves in someone else's shoes and understanding their experiences, challenges, and emotions. This enables leaders to make more informed decisions, offer appropriate support, and address individual needs effectively. Empathetic leaders genuinely care about the well-being of their employees. They invest the time necessary to make personal connections with individuals.

Leaders seeking to better understand their team should spend time learning about employee's aspirations, and provide support and the guidance necessary for their development. Not every employee aspiration is realistic and therefore the leader will need time to be prepared to provide feedback that resets expectations. Regular check-ins also help leaders learn more about their employees, provide meaningful feedback, reset expectations, and support the employee's journey toward a realistic career goal. Professional advancement comes in different forms and through regular two-way communication, the employee-leader relationship will no doubt be strengthened. By showing genuine care about, and support for employee’s development, leaders foster a sense of trust and loyalty within their teams.

There is so much more to a person than their role within an organization. Leaders are encouraged to also be curious, and ask the right questions. How an employee is doing is an important question, which is many times met with "I am fine", a leader could accept that and move on to addressing the most critical item for the business for that period of time. Many employees seek a leader who can recognize where they are holding back and need additional probing. Therefore, a leader might ask questions such as "How are you feeling today?" "Is there anything that you need from me?" "How can I help you?". These questions will inspire a different response. Showing the human side, and mixing curiosity with an ability to express feelings, will go a long way for employees. Though there might be something very important going on in the business, leaders should seek to be open to rescheduling meetings, ending some early, or repurposing a meeting to focus on a personal employee topic, if and when the need arises. It could make a big difference for one individual, and it can also extend beyond that individual. Pausing to recognize and acknowledge feelings, will help leaders address opportunities for improvement. Empathy is the capacity to place oneself in another's position. Take the time to learn about each employee, placing oneself in their shoes.

Leaders have a business to run, and it is a reality that there is a need to meet and exceed company metrics. However, pausing to show empathy, taking the time to be the leader that put employees first, and a leader that takes the time to understand their people, will go a long way. It will also strengthen the workforce, increase the value employees put on their role in the organization, and build trusting and loyal employees. Empathetic leadership is about leading by example and practicing what is preached. Strong leaders embody empathy in their actions and take the time to inspire others to do the same. Role modeling empathy involves open and clear communication, being vulnerable, and being authentic, especially when the stakes are high. Leading by example reinforces the importance of empathy in the workplace and sets the tone for a more diverse, positive, open, and caring organizational culture. The best leaders are empathetic; they are self-aware, inclusive and always pause to show that they care. A leader who cultivates these qualities creates a workplace where empathy thrives, relationships are valued, collaboration is the norm, and overall the organization is successful.

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7 Principles for Achieving Leadership Integrity

 

Leadership integrity is one of the most important traits a leader can possess. When your actions match your words, people are more likely to trust and follow you.

This means learning about and following the seven key principles that will help you stay honest and true to your values. By following these principles, you can build trust with your team and lead with integrity.

What challenges with integrity are we facing?

The recent Gallup surveys show that employees in Europe and United States lack trust in their leaders. The employees also fail to understand what their leaders believe, which suggests there's a communication problem between management and employees.

The data shows only 40% of employees think their employers would do anything if they brought up concerns about ethics or integrity.

Trust is an important factor in the workplace, and when less than half of all employees think their leaders have questionable standards, there’s a problem. Leaders need employees' trust for them to lead effectively. If people can't do what it takes because they don’t have this vital connection, then how will anything get done?

What can we do about leadership integrity?


Integrity is a key ingredient in the recipe for success of any organization. We’ve seen it positively affect many aspects of our lives, including work environments and relationships with others.


Leaders who are honest about their intentions can gain greater trust from employees. They are also more successful over time because they don't have any hidden agendas or motives.


One of the people I admire most has summarized this in a truly meaningful way. Warren Buffett, one of the most successful investors of all times, said:

“In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don’t have the first one, don’t even bother with the other two.”

This really emphasizes the importance of integrity and I often think about how this translates into real situations. There’s a simple exercise that I use regularly to do integrity check.

You can simply answer these questions to check yourself too:

• Am I responsible for my own behavior?
• Do I hold myself accountable for the decisions I make?
• Am I a good role model for my people?
• Do I follow through on my commitments?

If the answer to any of these questions is other than YES, dig deeper into the challenges that caused you to answer maybe or no. While there are many ways to exercise honesty and have strong moral standards, I’ve put together 7 principles for achieving leadership integrity.

Nurture a good reputation

We often base leaders’ reputation on their performance. I urge you to look beyond metrics. Good reputation can be built on honesty, reliability, and responsibility. You can also be respectful of your direct reports and other team members.

I know you’ve heard this many times. It takes a lifetime to build good reputation, but a moment to damage it, sometimes irreversibly. One thing to note here is that the leaders’ reputation also affects company’s reputation. Nurture that good reputation and you’ll see amazing benefits for everyone around you.

Be an outstanding role model

I had many role models in my personal and professional life. One thing that separated great role models from average ones always fascinated me. They took responsibility for being a good role model.

The best thing about it, they always showed it and never told it. Model the behavior that you expect from your people. The benefits are immeasurable, and the leadership compounding effect is truly remarkable.

Keep high moral standards


Leaders who act with integrity share a set of moral and ethical values. I won’t go into the details and differences between the two. What I saw in highly successful leaders is that they found a balance between what is morally and ethically right.


They also stayed away from questionable practices like cutting corners. By leading this way, you will help build trust among your people. They will absorb good practices and learn which morals and ethics to uphold.

Take responsibility for your actions


While this one is often self-explanatory, I have to remind you of it. We all make mistakes and sometimes, things don’t work out the way we planned them. That’s okay.

Instead of hiding your mistakes or blaming other for them, take responsibility. Do your best to fix those mistakes promptly. If you can’t fix them right away, learn from that experience and use it to prevent future mistakes. Doing so shows your people that you care. It will further build trust among your employees and encourage them to be more open about their own mistakes.

Honor your commitments

The best way to earn trust and respect from your people is by being reliable. They want you to stay true to all promises, including those about meeting deadlines or fulfilling commitments. Any commitment you make directly influences your integrity.

I want you to be realistic here. Know where the line between “yes" and "no" is. Don't commit more than necessary. It's better to say no to something than getting yourself over-committed, and then not following through on your commitments.

Tell the truth, point to hope

Communication is the key to any successful relationship. Whether it’s with family, friends or at work - you need transparency for everyone involved to grow together.

The way to lead with integrity is by being straightforward and honest. The more information you share, the happier your team will likely feel with their work environment as well. Some of you might disagree with this. Should I really share everything with my people? The answer is “it depends.”

Sometimes, there might be changes in your company and you won’t be able to share it with your teams. In this case, share what you can. This is crucial, especially if it will affect people’s livelihood.

Consistency is vital

I found this to be true on many occasions. All great leaders I know and work with have matching words and actions. Whatever they say, they also do. That is the first part.

The second part is to do it consistently. This solidifies the commitment leaders made when they chose to lead. Yes, LEADERSHIP IS A CHOICE. It also shows to your team members that leaders who consistently act with integrity can serve as an example.

Can you achieve leadership integrity?


Trust is earned through integrity. A great leader — a trustworthy one— demonstrates this quality. This leads to gaining the confidence of those around them and having their dedicated employees become their strongest supporters.

Achieving trust in any situation takes more than just words. Actions must speak louder words. Maintaining a good reputation is essential in any field, but it’s especially important for those in positions of trust and authority.

As an ethical leader, you set the standard for your team and organization. By following these practices, you can be an outstanding role model and uphold the high moral standards that contribute to a healthy workplace culture.

What have been your experiences with practicing integrity in the workplace?

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Leadership Accountability Builds Trust in the Workplace

 

Building trust in any relationship is not easy and takes time, including the employee-leader relationship. Trust may seem like a catch-all term, but it has a definite meaning. In your organization, the level of trust your employees have in their supervisors, managers, and executives can determine whether leadership faces a union organizing campaign, maximize employee productivity, communicate effectively with the workforce, get innovation from employees, and deliver many other benefits. Trust is built through leadership accountability, and leadership accountability is essential to building a positive organizational culture.

Revisiting the Principal of Leadership Trust

Trust is an emotion-based feeling, but its expression is measurable. Trust is an essential element of positive employee relations and employee engagement. Psychologists define trust in various ways, but it is reflected in a set of beliefs and behaviors. Behaviors include acting in a way that shows dependence on someone else, believing a person will act in a certain manner or is dependable, and feeling confident that someone cares. The behaviors reflect an internal thought process and have an emotional dimension. Trust is a positive emotion, and mistrust is a negative one that, cognitively speaking, is like the emotions of dislike and fear.

Trust in the workplace in leaders and their team members is always important, especially during times of continuous disruption like today's business environment conditions. Successful crisis management and change management are successful only when employees and leaders trust each other to make changes, take risks, and express themselves honestly. Trust lowers the stress level, too, because employees believe their leaders will always look out for their best interests. Even if difficult decisions must be made, like layoffs, trust drives a belief the leaders will act fairly and take responsibility for their actions.

Trust may be an emotion, but leadership accountability is based on behaviors or actions. Trust is earned. It's never a given and should never be assumed. The 2022 Edelman Trust Barometer special report found that 79 percent of employees trust their coworkers more than they trust their manager, head of Human Resources, and the CEO. This has serious implications.

For example, you are implementing a change initiative that affects the design of jobs or presenting the company's position on unions after finding signs of union activity. If employees trust coworkers more, they are the people whom employees will turn to for advice, information, and guidance. Without trust, teamwork won't flourish, and leaders will struggle to succeed because communication is ineffective. That's how important trust in the workplace is for people and the organization as a whole.






What is Leadership Accountability?

Leadership accountability is defined in different ways. The simplest definition is the act of holding oneself accountable to others, but that simple definition doesn't explore the depths of accountability and authenticity. As leadership coach Tom Hanson wrote, "Creating a culture of integrity and accountability not only improves effectiveness, it also generates a respectful, enjoyable, and life-giving setting in which to work." Leadership accountability doesn't work in a vacuum, and trust is not blind.

The principle of leadership accountability embraces the workplace culture, communication, leadership style and skills, personal characteristics, and organizational mission, goals, and processes. The reason is simple: Accepting responsibility for leadership behaviors occurs within the organizational setting and involves people – employees, peers, professional colleagues, customers, and other stakeholders.

Trustworthy and accountable leadership doesn't make decisions in a void without input from others. They meet challenges and own the process for finding solutions and results. The results may be neutral, positive, or negative. Let's face it; everyone has known managers who accept responsibility for successes but quickly shift the blame to other people or circumstances. They refuse personal accountability for negative results, team mistakes, missing deadlines, or not meeting goals. This kind of leadership behavior hurts the organization's culture when leaders are not accountable for their decisions.

The interesting thing is that leadership accountability can supports positive organizational culture, and your organization's culture should support leadership accountability. Leadership development can cultivate leaders who accept responsibility for their decisions and actions and will strengthen the culture through their behaviors. This is true for any workplace model.

Since the pandemic started, there has been a shift with more employees working remotely full-time or 2-3 days a week. When the remote workplace model was instituted, some remote workers became "islands" because their supervisors or managers were unfamiliar with maintaining leadership accountability with team members working in different locations. The managers and supervisors were uncertain about communication processes, setting new expectations for work performance, and so on. As employers adopt various workplace models, leadership training on accountability focuses on helping leaders apply leadership accountability principles by adapting actions to the workplace model.

For example, accountable leaders still assign tasks, but they establish a new communication system so team members can continue collaborating as a remote or hybrid team. They set goals and clear expectations for the delivery of work but establish systems for two-way feedback and submitting work that is acknowledged. Leaders do daily check-ins to replace the ability to stop by employee desks or visit work locations.

Leadership accountability requires managers to be flexible as they accept responsibility for their decisions.

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Benefits of Collaboration Between Organizations and Teams

 

Today, both for-profit and non-profit companies have recognized the value of collaborations. While profit-oriented organizations have long realized the many benefits that collaboration between organizations can give, nonprofits are starting to learn a few benefits such as: saving costs through sharing administrative expenses; expanding value propositions; improving efficiency; strengthening programs; make use of compatible skills and abilities; and improve leadership skills.

Benefits of collaboration between organizations

Collaboration in organizations bring with them potential benefits such as the following:

Synergy. The sum of the whole is bigger than the sum of each part. Working together collaboratively can result in greater accomplishments as compared to each organization working on its own separately.

Sharing resources. When collaborating with another company, there will always be things and resources that they can share. One company may be an expert in one field and can help the other company learn about it.

Overcoming obstacles. When an organization encounters problems that hinder it from achieving its goals, the other organization may be able to help out. Besides, partnerships, coalitions and networks are more powerful than organizations that operate on their own.

.Increased community awareness. By getting involved and by being a part of bigger organizations and groups, your organization’s message is better relayed to the community.

Access to constituents and funding. Partnering with other organizations can give you the benefit of more grant opportunities as well as make a bridge for more exposure.

Organization collaboration: Team efforts and collaboration

While collaboration organization can greatly benefit partner organizations, this holds true with project team collaboration.

The team members work together to achieve common goals. Team collaboration presents the teamwork principles because they know that people achieve more when they are in a collaborative mode.

Synergy. Working together makes everyone wins and synergy manifests itself in reduced costs, more flexibility in adapting to changes, and increased capabilities.

Innovation. Collaboration in organizations especially team collaboration offers various perspectives for problem solving and innovation.

Stability and information. As one of the benefits of collaboration between organizations, collaborating between team members also result in the transfer of knowledge and since this information is being practiced, there is a strong possibility of retention.

The benefits of collaboration between organizations as well as team collaborations don’t exist without a few challenges. As with team collaboration, there is a need to keep team resources functional and the organization’s structure needs to be adapted for a teamwork-conducive environment. Among the other challenges in a successful organization collaboration or team collaboration are the lack of trust, ineffective communication, and unstable momentum.

By combining knowledge, skills and experiences, organizations and team members can accomplish more than if they worked alone. It is important that collaborative organizations or collaborating teams trust each other and communicate effectively so that they can overcome the challenges brought about by the benefits of collaboration. The benefits don’t come for free. Amidst its benefits are the challenges that need to be overcome. Organization management and project managers as well need to find ways to create a successful collaboration.

Website: International Research Awards on leadership and Management

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Vision in Leadership: Guide to Strategic Insights

 

Effective leadership is not just about managing a team or achieving short-term goals. It requires a broader perspective, a clear vision that inspires and guides others. Visionary leaders have the ability to see beyond the present and imagine a better future. They possess the strategic insights needed to navigate challenges and drive organizational success.

Warren Bennis, a renowned leadership expert, emphasizes that forming a compelling vision and communicating it effectively is a critical competency for leaders. Simon Sinek, in his book “Start With Why,” further highlights the importance of vision in leadership. A leader’s vision should be powerful, resonating with the values and aspirations of the team. It provides direction, inspiration, and purpose.

Key Takeaways:

• A leader’s vision is a critical leadership competency.
• A compelling vision resonates with the values and aspirations of the team.
• A leader’s vision provides direction and inspiration.
• Visionary leaders have strategic insights to navigate challenges.
• Effective communication of the vision is crucial for inspiring and guiding others.

The Importance of a Clear Vision

A vision is not just a goal but a guide for decision-making, strategy, and innovation. It is a crucial element of effective leadership and strategic vision plays a vital role in inspiring and aligning teams towards a common purpose. A clear vision acts as a compass, providing direction and clarity during uncertain times.

A strong vision is rooted in the values and aspirations of the leader and the organization. It goes beyond mere objectives and encapsulates a strategic perspective that encompasses the broader goals and objectives of the team or company.

A compelling vision serves as a rallying point for the entire team, fostering unity, commitment, and motivation. It provides individuals with a sense of purpose and direction, empowering them to make decisions aligned with the overarching vision.


A clear and compelling vision acts as a unifying force, bringing together individuals with diverse talents, perspectives, and skills to work towards a shared goal.

However, articulating a vision that resonates with the team requires effective communication. A visionary leader must be able to clearly articulate their vision, ensuring that it connects with the emotions and aspirations of their team members.

“Without vision, even the most talented individuals flounder. But with vision, they can achieve extraordinary things.” – Doug Conant

By building a shared understanding of the strategic vision, leaders can empower their teams to make decisions and take actions that align with the desired outcomes. A clear vision, communicated effectively, serves as a source of inspiration, motivation, and guidance for the entire organization.

Effective Leadership and Strategic Vision

Leadership qualities such as effective communication, strategic thinking, and the ability to inspire and motivate others are all intimately tied to the formulation and realization of a clear vision.

Effective leaders not only possess a strategic vision but also have the ability to translate that vision into actionable strategies and plans. They have the foresight to anticipate challenges and adapt their vision to changing circumstances.

Furthermore, effective leaders embody their vision, leading by example and demonstrating the behaviors and values that are aligned with the strategic vision. Their actions inspire trust and belief in the vision, encouraging their team members to actively contribute to its realization.


Effective leadership requires not only the ability to create a compelling vision but also to inspire others to actively engage in bringing that vision to life.

Strategic vision is a key element in effective leadership, as it provides a framework and direction for achieving organizational goals and driving long-term success.

Forming a Compelling Vision

When it comes to forming a compelling vision, leaders can draw inspiration from Simon Sinek’s concept of the “Golden Circle.” This framework emphasizes the importance of starting with the “Why” rather than the “What” or the “How.” By identifying and articulating the underlying purpose and belief that drives their leadership, they can create a vision that truly resonates with others.

A compelling vision goes beyond just words and goals – it has the power to inspire action and draw people in. It ignites passion and motivation within individuals and encourages them to be part of something greater than themselves. A visionary leader understands the importance of connecting with people on an emotional level, tapping into their desires, and aligning those desires with the vision.


“People don’t buy what you do; they buy why you do it.”

– Simon Sinek

Moreover, a compelling vision is not fixed or static. It should be adaptable and resilient, constantly evolving to navigate the ever-changing world. Transformational leaders embrace change and uncertainty, using them as opportunities to refine and enhance their vision. They are open to new ideas and perspectives, willing to adjust their course to stay aligned with their ultimate goal.

Collaboration plays a crucial role in bringing a vision to life. The book “Together is Better” beautifully illustrates the value of working together, highlighting the power of shared purpose, camaraderie, and collective effort. By fostering collaboration and involving others in the vision-building process, leaders can tap into diverse perspectives and ideas, enriching the final vision and creating a sense of ownership among team members.

Realizing the importance of forming a compelling vision sets the foundation for visionary leadership. By starting with the “Why,” inspiring action, adapting to change, and embracing collaboration, leaders can create a vision that propels their teams toward a shared future.

Crafting a Vision for the Future

A leader’s vision serves as a powerful force that propels the team forward, inspiring collaboration, innovation, and mutual investment in the journey. By crafting a compelling vision with an authentic ‘Why’ at its core, visionary leaders can ignite the flames of inspiration within their teams.

Simon Sinek’s book, “The Infinite Game,” takes the concept of vision to a broader context, emphasizing the importance of adopting a long-term mindset for sustainable progress. In this infinite game of leadership, visionary leaders focus not only on achieving immediate goals but also on creating a lasting impact, guiding their teams towards a future brimming with possibilities.

When team members are united by a shared vision, they are driven to go above and beyond, transcending individual limitations to create remarkable outcomes. A captivating vision fuels their passion, ignites their creativity, and motivates them to persevere through challenges.

Website: International Research Awards on leadership and Management

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Adaptability – the Key to Leadership (and Business) Success

 

Our world is in constant flux. We know that. We hear it. We see it. We feel it. But what does that truly mean for businesses? Why have some thrived through this prolonged disruption, while others have succumbed to it? What exactly sets them apart?

Answering these questions is crucial because if anything is clear in this sea of haziness it’s that the change we’re experiencing in business is far from over. We still have remote and hybrid workforces, severe supply chain issues, skills gaps, employee burnout, and a number of other issues that require leadership, and organizations, to be adaptable.

We’ve heard a lot about adaptability, flexibility, and resilience throughout this time, but they’re much more than words thrown around. In fact, according to research conducted by McKinsey & Company, “[A]daptability is the critical success factor during periods of transformation and systemic change. It allows us to be faster and better at learning, and it orients us toward the opportunities ahead, not just the challenges.”

Key Areas to Improve Adaptability

While organizational adaptability is needed throughout every level and every department, permeating the company culture, there are three specific areas on which leadership should focus long term:

 Technology. Without a doubt, the digital transformation allowed us to stay in business during a global pandemic. But, as its name calls out, it was, in fact, a transformation. It was (and still is) change to which we have to continuously adapt. Through it, we have realized new capabilities we never knew we had, or needed, including the ability to provide services virtually, a critical component for survival. The question going forward is – what else can we learn from what we did before, not from a reactionary perspective, but an anticipatory one? How can we remain adaptable with technology to better leverage the efficiencies and solutions it provides? Remember, there are higher expectations all around, especially from clients who know we are “always connected.” While boundaries are certainly needed, we still need to be able to meet their heightened needs.

 Focus on new opportunities. It’s no secret that challenges bring innovation, creativity, and opportunities. Take, for example, face masks. Three years ago, who would have imagined that face masks would be a multi-million-dollar industry? But with change and disruption comes opportunity … as long as you have the ability to adapt. Leaders should always be looking for new opportunities, even if it means rethinking their own processes. This isn’t a case of if it’s not broke, don’t fix it. Even if it seems to work well, it does not mean it can’t be better. Essentially, our processes need to be adaptable too.

 Prioritize analysis of trends. Leaders should stay aware of what is happening in the world in terms of global trends, overall economic trends, and specific industry trends. What some learned painfully is that if we find out about them too late, there often is not enough time to adapt effectively. Leaders must have the ability to shift along with these trends. This doesn’t mean creating an entirely new business model. It means proactively making adjustments to stay competitive by predicting future needs and demands. For example, many businesses have had to adapt to economic changes to ensure pricing is in line with budgets or face the alternative of losing money with every sale.

Adaptability is not about just getting through hard times, but about long-term success. It requires leadership, discipline, and accountability. Barker Associates provides strategic guidance to companies of all sizes. We can provide the higher level of strategy your company needs to grow. If you need assistance, or have any other questions, please click here to schedule a 30-minute consultation at a rate of $100. 

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Benefits of Collaboration Between Organizations and Teams

 

Benefits of collaboration between organizations

Collaboration in organizations bring with them potential benefits such as the following:

Synergy. The sum of the whole is bigger than the sum of each part. Working together collaboratively can result in greater accomplishments as compared to each organization working on its own separately.

Sharing resources. When collaborating with another company, there will always be things and resources that they can share. One company may be an expert in one field and can help the other company learn about it.

Overcoming obstacles. When an organization encounters problems that hinder it from achieving its goals, the other organization may be able to help out. Besides, partnerships, coalitions and networks are more powerful than organizations that operate on their own.

Increased community awareness. By getting involved and by being a part of bigger organizations and groups, your organization’s message is better relayed to the community.

Access to constituents and funding. Partnering with other organizations can give you the benefit of more grant opportunities as well as make a bridge for more exposure.

Organization collaboration: Team efforts and collaboration

While collaboration organization can greatly benefit partner organizations, this holds true with project team collaboration.

The team members work together to achieve common goals. Team collaboration presents the teamwork principles because they know that people achieve more when they are in a collaborative mode.

Synergy. Working together makes everyone wins and synergy manifests itself in reduced costs, more flexibility in adapting to changes, and increased capabilities.

Innovation. Collaboration in organizations especially team collaboration offers various perspectives for problem solving and innovation.

Stability and information. As one of the benefits of collaboration between organizations, collaborating between team members also result in the transfer of knowledge and since this information is being practiced, there is a strong possibility of retention.

The benefits of collaboration between organizations as well as team collaborations don’t exist without a few challenges. As with team collaboration, there is a need to keep team resources functional and the organization’s structure needs to be adapted for a teamwork-conducive environment. Among the other challenges in a successful organization collaboration or team collaboration are the lack of trust, ineffective communication, and unstable momentum.

By combining knowledge, skills and experiences, organizations and team members can accomplish more than if they worked alone. It is important that collaborative organizations or collaborating teams trust each other and communicate effectively so that they can overcome the challenges brought about by the benefits of collaboration. The benefits don’t come for free. Amidst its benefits are the challenges that need to be overcome. Organization management and project managers as well need to find ways to create a successful collaboration.

Website: International Research Awards on leadership and Management

#LeadershipAwards, #ManagementExcellence, #LeadershipResearch, #InnovativeLeadership, #LeadershipDevelopment, #ManagementAwards, #GlobalLeadership, #LeadershipExcellence, #StrategicManagement, #LeadershipImpact, #TransformationalLeadership, #ExecutiveLeadership, #LeadershipRecognition, #LeadershipSkills, #LeadershipInfluence, #LeadershipInnovation, #LeadershipAndManagement, #AwardWinningLeadership, #ManagementLeadership, #LeadershipSuccess

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