Why It’s Important to Have Decisive Leaders

 

Decisiveness is one of those skills that people don’t often talk about, but it’s extremely important to great leadership. Have you ever worked with a leader who couldn’t make up their mind—who was constantly asking others what they thought but never come to any conclusions themselves? if you have experienced this you know how devastating and frustrating an indecisive leader can be.

Whether you’re looking to hire someone for a leadership position or evaluate your own strengths, here are the key hallmarks of decisive leaders.

Decisive leaders do what they say they will do. They are responsible and accountable. A big part of decisive leadership is understanding that you are committed to the words you say and the actions needed to carry them out.

Decisive leaders are confident. They couch every message in clarity and confidence. That self-assurance makes it unlikely that others will second-guess their decisions—on the contrary, it builds more confidence and trust.

Decisive leaders are quick to decide and slow to change their minds. Decisiveness does not mean being stubborn, arrogant or hasty—it’s simply the ability to decide with speed and clarity. The most decisive leaders have a gift of making up their mind quickly and changing it very slowly. They trust their instincts, because they know those instincts are backed by a solid base of experience and knowledge, and they commit to riding the wave of their decisions.

Decisive leaders are trusted. It’s human nature to gravitate toward decisive leaders and trust them—especially leaders who consider the impact of their decisions on others.

Decisive leaders are bold. Indecision itself is the root of much fear, stress and worry. By being less fearful we are more likely to take calculated risks. And making powerful decisions helps overcome fears, setting up a positive feedback loop. Learn to make decisions even in the face of uncertainty—this will make all the difference. Gather the best information possible, give it some honest, objective thought, then go ahead and decide which way to proceed.

Decisive leaders are great learners. Even the best leaders sometimes make a wrong decision. But when they do, they treat it as a lesson—and they rarely repeat the same mistake. The thing a decisive leader hates more than anything is to sit by and let things happen. They like to be in control of their destiny.

Decisive leaders create a systematic mental order. They understand that decisiveness is a state of mind best created through mental clarity. They evaluate their options, decide on a plan of action and then stick to it. One of the best ways to become more decisive is to develop a system of thinking through things.

Like so much of leadership, the ability to make a decision and stick with it is one you can develop. And when you do, you will be well one your way to accomplishing great things with your leadership.

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How to measure your organizational authenticity

 

In a world full of skeptics, fake news and troll farms, the only messages that are getting through are ones that are either infuriating, shocking, hilarious or authentic. And for brands, authentic is a lot easier and less stressful than the other options.

As a result, more and more communicators are looking for ways to measure authenticity, because they know that in order to be successful these days it isn’t enough to be loud, or cheap, or available, or good at customer service. In today’s competitive environment consumers aren’t just looking for value, they’re closely looking at your values—and examining what you do about them, not just what you talk about. So, one of the best ways a company can differentiate itself from the competition is by demonstrating that it is adhering to those values and its core purpose in everything it does.

Which is why, of late, all of my clients include “authentic” as a criterion in their quality scores when looking at their content. This requirement for authenticity has led a number of academics, vendors and suppliers to create various indexes and tools to rate an organization “authenticity.”

As it turns out, studying and measuring authenticity is nothing new; in the early 2000s academics were beginning to develop authenticity scales to determine how “real” an individual was (as opposed, I assume, to being a psychopath or a con artist.)

More recently Yonder, a social intelligence platform introduced an authenticity index that promises to tell you whether your followers are spammy or real based on the distribution of posts among users. Escalent, a market research firm, used a panel research approach to diagnose authenticity based on the characteristics of: “thoughtful, transparent, reliable, committed and socially aware.”

The problem with invented indexes like these is that they may or may not be appropriate to your market, your audiences, your industry or your particular brand.

Whenever I am asked for metrics around authenticity, the conversation inevitable begins: “How do I know if what I’m putting out there sounds authentic?” And my answer is always, “To whom?”

Authenticity is a perception held by the person who is listening to your message and watching what you do. And those perceptions will vary depending on who is listening and the environment in which they are being heard. A consumer hearing from a company that it is fighting climate change by changing its manufacturing and purchasing policies will have very different perceptions of that statement than an investor looking at the balance sheet. So, by necessity, any authenticity metrics are specific to the client.

You need an authenticity sniff test

Authenticity is perceived, so in order to measure it, you need to ask yourself and your stakeholders what they think. While I’m not suggesting you test every piece of content against every stakeholder, your process does need to start with some data.

Start with your team. Before you hit that “Send” button on any content, ask your team to do what I call the “authenticity sniff test.”

More formally, ask them whether they agree or disagree (use a 5-point Likert Scale) with the following statements about whatever campaign, statement or piece of content you are about to release:This is consistent with and accurately expresses our mission, vision, and values.
This reflects something that we do or stand for and reflects who we really are as an organization and a brand.

• This accurately portrays our strengths and/or weaknesses.
• It is important to communicate this message, even if others criticize us for saying it.
• This content hides or disguises our limitations and shortcomings.
• This content portrays our brand/organization as something other than what it really is.
• This content portrays something we did in a more positive way than the reality.

Do this for several pieces of content or releases. Then use an average of these scores to compare the results. The ones with the highest authenticity scores can now be tested with a random sample of your external stakeholders. Send or show them one or two of the best pieces of content and then, after they’ve consumed it, ask them if they agree or disagree with the following statements.This content is open and honest.

• This organization seems willing and able to back up our words with action.
• This is consistent with the organizations mission, vision, and values.
• This accurately portrays the strengths and/or weaknesses of the brand/organization/product.
• I am surprised or shocked by this content.
• I am more likely to do business with this organization because they seem authentic.

At this point you should have a pretty good idea of what is or is not authentic in your marketplace. The next step of course, is to tag your content and see if it is authentic enough to produce the intended results—i.e., traffic to your website, goal conversions or other expressions of support.

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Charismatic Leadership: How Personality Traits Can Drive Success

 

Charismatic leadership creates a strong emotional connection between leader and followers, resulting in a powerful force that can drive success in both individuals and organizations alike. This connection is often based on the leader’s personality traits, such as confidence, charm, optimism, and the ability to connect, inspire, motivate, and engage others. Charismatic leaders create a sense of purpose and direction that can help their followers achieve greatness.

Let’s take a closer look at the traits associated with this style of leadership, and how it can drive success in various settings.

Confidence

One of the most important traits associated with charismatic leadership is confidence. Charismatic leaders are often highly self-assured individuals who are comfortable in their own skin, they believe in themselves and their abilities, and they are not afraid to take risks or make bold decisions. Their expressivity and confidence are contagious and inspire others to believe in themselves and their own potential.

An example: Oprah Winfrey, widely recognized as one of the most successful and influential media personalities of all time, has built a multi-billion-dollar empire through her business ventures. Throughout her career, Oprah has displayed unwavering confidence in herself and her abilities, often taking bold risks and making difficult decisions with conviction. She has always been unafraid to speak her mind, and her confident demeanor has helped inspire millions worldwide to pursue their dreams and achieve success on their own terms. Despite numerous challenges and setbacks throughout her life, Oprah has remained steadfast in her belief in herself, and her unwavering confidence has been a driving force behind her success.

Optimism

Another common trait is optimism. Charismatic leaders see the bright side of things, even in the face of adversity. Faced with challenges, they find the silver lining, no matter how tough the situation is. Their positive attitude is infectious, and their upbeat countenance elevates others. This is particularly vital during rough times when it’s easy to feel disheartened or overwhelmed. Charismatic leaders provide a beacon of hope, helping everyone focus on the bigger picture.

Charm

Charismatic leaders have a certain charm that sets them apart from the rest. They have a natural ability to connect with people and make them feel comfortable. Maybe it’s their infectious smile or their witty humor that draws people in, but there’s no denying the charm they possess.

This charm is an asset in building strong relationships with team members. Charismatic leaders can create a sense of camaraderie and foster collaboration within their teams. They have a way of making everyone feel valued and appreciated, which leads to a more positive work environment. When team members feel comfortable around their leader, they’re more likely to share their ideas and contribute to the team’s success.

Inspiring

One of the key benefits of having a charismatic leader is the ability to build a strong network of supporters. When a leader inspires people, they become invested in the movement and reach out to others who may be interested. This can help build a sense of community and shared purpose, which can be crucial when it comes to taking action to achieve change.

This can also be effective in politics and social movements. Leaders with charismatic qualities often rally large groups of people around a particular cause or vision. They are often skilled at communicating their message in a way that resonates with others, and they can generate public support for their cause. They inspire people to believe in their message and often generate significant momentum and enthusiasm for their cause. Additionally, charismatic leaders are often skilled at negotiating and building coalitions, which is important when it comes to enacting change.

Conclusion

Having a charismatic leader can have a significant impact on the success of an organization. Charismatic leaders possess a range of personality traits that make them stand out from the crowd, including confidence, optimism, and an ability to inspire others. They’re also highly skilled at networking and building relationships, which can be invaluable for securing new business opportunities or forging partnerships with other organizations. These leaders can create a vision that resonates with followers and empowers them to achieve extraordinary results.



While not everyone is born with charisma, the trait can be developed over time through practice and self-reflection. By fostering a culture of charismatic leadership, organizations can drive success and achieve their goals.

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5 Tips to Make Team Building Activities Successful

Businesses organize team-building activities to enhance cooperation among their employees. This helps businesses to grow in a short period but if these activities are executed successfully. But what ensures the success of these team-building activities?

In this article, we will be discussing five tips that can help make these team-building activities successful. The success of these activities is vital for businesses, otherwise, their time and money will go in vain. So, follow these tips to ensure the success of your team-building activities. Let’s start with our very first tip, setting up goals for your team building activities.

Setting Up Goals

Before organizing these team-building activities, you need to have a clear vision in your mind about your ultimate goal. The goal of these activities should be to give employees more opportunities to interact and communicate with each other. You need to achieve this at the end of your activities because you put plenty of time and money into it.

Suppose there’s a big project which your company has to do, but your employees don’t feel comfortable with one another. The lack of communication among employees will decrease the efficiency of work. If this is the case, then organize team-building activities with the aim to prepare your team for the next project.

Setup a Budget

Once you set up goals for team-building activities, the next step should be to set up a budget to make these activities happen. Analyze the financial situation of your company, and then specify a budget for these activities.

Specifying a budget allows you to organize your event within that budget, and you don’t have to push your limit. You get to know what activities can be organized within a particular budget. You can conduct a number of team-building activities on a short budget, but you’ll have to compromise in some areas.

Go for Outdoor Events

Always try to organize team-building activities outside the office. Because the office reminds employees about their workload and different things. Besides, they are used to seeing the office daily, so they will feel no excitement. If they are not excited about these activities, then it will hardly make an impact on them.

Therefore, organize these activities somewhere outside your office, where your employees feel refreshed. When these activities are organized in such a place, it adds more value to the activities. Employees start giving more attention to these activities, which makes these activities successful.
Opt for a Learning Activity

Instead of organizing activities with no aim, organize activities that are meant to add value to the bonding among your employees. Opt for learning activities such as different creative workshops that can teach your employees some new skills. For instance, you can have them attend our resin art workshop to teach them a new skill.

Concrete Everything conducts a number of workshops regularly that can help bring your team members closer. If you want your employees to learn artistic skills, then you can have them join our art workshops. Our workshops require teamwork, and that can be a great opportunity to promote team building.

Get Feedback

After organizing these activities, do not forget to get feedback from your employees. This can help you analyze whether your investment was worth it or not. Collect the feedback and see positive and negative points in the feedback. These positives and negatives can help your activities to be successful.

So, it’s very crucial to receive feedback from your employees about these activities. Ask them whether these activities addressed their problems or not. If not, then all your efforts and investment will go in vain. You can even ask them for suggestions, like what can be an ideal team building activity according to them. This feedback will give you an opportunity to not repeat the same mistakes next time.

Employees need to understand the importance of team building, and it can uplift their performance. Concrete Everything conducts workshops regularly that give people an opportunity to gather and work together. It can help to increase their interaction, and communication, which will eventually help in team building. You will also get to see the results in the form of the company's growth.


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Mentorship: 3 approaches and who really benefits

 

Mentoring can be wide-ranging from offering guidance to advice and support. Approaches can vary, from the very informal to a fully documented structured program. Different approaches have their merits, the correct one will depend on the goal of the mentorship and the people involved. It could be said that any approach is better than none, but that’s not true if a particular style of mentorship harms the mentor-mentee relationship.

Before starting any form of mentorship there needs to be a clear understanding of the reasons for doing it. Only once these are understood can a program be put together. Good mentorship needs to careful thought as no one program will suit everyone. It sounds a lot of effort, that’s because it is! Without the effort, the true value of any guidance may be missed. But there is so much to gain, this is one reason why I believe that mentoring people is not only important but essential.

So where do you start? What types of mentoring are there? I watched John Contad’s talk – The Story of Mentorship, and Why It Matters, which I highly recommend. He presents three approaches to mentorship using movies to help explain each one (which does make the talk quite humorous!) John used these approaches while working in DevOps but they can be applied more broadly. (You’ll have to watch the talk understand the names used!)

Bildungsroman – a person who transforms through experiences. This is the “Sink or Swim” and “Learn on the job!” approach, it puts people into situations and lets them learn from there. People will pick up things quickly but you have to be careful the overload of information isn’t overwhelming. In the tech world, a lot of knowledge is gained through this approach as opposed to a classroom, but the right support mechanisms need to be in place so they can ask questions and/or know where to get information to help them.

Iatrogenesis – experience is gained by a process trying to fix something. This is a structured approach using a syllabus to modularize each section. Most of the emphasis would be on the theory so lack practical skills need consideration. An advantage is that it does give a structured approach that can be consistent across the team. Trello boards one way to track this as modules to learn can be clearly visible. A good idea mentioned is a Trello board of books to read, this will offer recommendations and give the opportunity for review sessions either during reading or after.

Koan – a riddle with multiple solutions. With this approach, goals are set at the beginning with a target to reach. Goals could be to build something or learn a skill, but the means to achieve each goal are the focus. Understanding that there is “no one solution for everything” puts the emphasis on looking at options and choosing the best one for the job. This provides more opportunity for the mentee to speak to others and make connections while they investigate different methods.

There are more pros and cons for each one but I think this gives 3 good approaches to mentorship. Each one may suit a particular person or a combination could be preferred depending on the need. Good preparation is needed to get the program that suits both the mentee and mentor. There could be other approaches to adopt as long as the focus centres on the output value. Not everything will go according to plan so an open dialogue throughout the process allows for any necessary adjustments.

So, who really benefits? Both the mentee and mentor do! You would expect the mentee to grow but a bonus of good mentorship is that the mentor learns too. Through the interactions with each person, the mentor discovers what they don’t know (or areas of weakness) giving them the opportunity to improve those skills.


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Resilience

 

Change has always happened, but recently it’s got a whole lot faster and when life is rattling along at this speed, we need to be more psychologically resilient and adaptive than ever.

Whilst a lucky few seem hardwired to bounce back and grow in the face of adversity and setbacks, it doesn’t come automatically to most of us. The brilliant news is that resilience is a learned behaviour. We can all cultivate personal skills and resources which help us not just cope better with stress and adversity, but embrace change and use challenges as opportunities to grow.

This session nudge young people into remembering how to shine. We like to think of it as a personal upgrade that allows you to thrive no matter what the world throws at you. Bouncebackability has a strong academic underpinning but is delivered with a light touch. The aim is to educate, inspire and entertain, with wellbeing take-aways that are applicable at home, school and in life.


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The Worth of Trustworthiness

 

What happened to the days when a business transaction was sealed by a handshake and one's word? What did we do before employment contracts, confidentiality agreements, and loyalty pledges? True, these legal instruments serve to protect everyone's interests but no amount of legal agreements can guarantee personal trustworthiness.

In the business world the word "trust" is tossed around in corporate mission statements and marketing campaigns like any other buzzwords in order to convince customers that their company is more honest than the next. But think about what trustworthiness means and what responsibilities it requires, it then takes on a deeper meaning. You can talk about trust, write about trust, sign agreements to trust, but they aren't worth the paper they're printed on unless all the parties involved can be counted upon to be trustworthy people.

For starters, besides staying on the right side of the law, are you a fundamentally trustworthy person? Most people can attest to their own trustworthiness yet they don't trust others. There's a sense of "I'm OK but you're not OK." Consider for a moment that you're not OK. Do you ever make promises you can't keep? Do you take shortcuts? Do you manipulate or withhold information to get what you want? Do you do rationalize unethical behavior to suit your needs or wants? Believe it or not, the area of trustworthiness falls closer to home than most people think.

The fact is, you may have opportunity to show your level of trustworthiness to everyone around you hundreds of times a day. Your character is constantly on display to the world without your being consciously aware of it. Making a promise to a coworker or customer is a test of your trustworthiness. Playing by the rules when it's more profitable not to, is another test of trustworthiness.

Consider the following ingredients of trustworthiness:

Honesty: Without honesty there is no trust. It's impossible. It can't exist. Deception is the antithesis of trustworthiness The problem that most people face is that they allow themselves to practice "little deceptions" too often and don't realize how they slowly erode one's character and trustworthiness. For a trustworthy person, the little things do matter. He or she doesn't exaggerate or twist the truth. When everyone else is aiming to please, the trustworthy person tells it like it is.

Integrity: A trustworthy person has integrity like a rock that is solid, firm, and unwavering. This is called having principles. Principles are the underlying rules or assumptions upon which one bases his or her moral code. They are not just feel-good slogans but are bedrock values. When those values are challenged, a trustworthy person has moral courage to stand upon principle. Integrity is about actions rather than just words. To a trustworthy person, a code of conduct actually has meaning and workplace ethics is connected to a deeply held set of personal values that permeate all aspects of life.

Keeping promises: When you think of someone who is trustworthy, you immediate think about the promises that person has made and kept. That's how most people gauge trustworthiness. Of course, keeping promises is much more than keeping appointments and making your business goals. It means that your word is as good as gold. It shows your basic level of loyalty and fidelity to others. It communicates something significant and meaningful about how you value people and relationships.

Usually the biggest barrier to becoming a trustworthy person is ourselves. For whatever reason, we sabotage our best efforts because of greed, selfishness, lack of self-control, or insecurity. The biggest tragedy is that once we loose it, it is almost impossible to get it back. No amount of future promises can mend the broken one. The most solemn oath and pile of legally binding assurances do little to repair it. No bandage and quick fix is available. The only way to restore trust is to start over again by keeping one's promises and rebuilding relationships one at a time.

Becoming a trustworthy person is within the reach of anyone. It is a powerful and essential character trait that can take you far in every kind of relationship you make. Trustworthiness starts with you, no matter who you are. It doesn't matter what clothes you wear, your level of education, family, connections, or your wealth or popularity. It starts with the words you say, the everyday actions you do, and the promises you keep. You can't buy it. You can't pretend to have it. You have to prove it.

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Empowerment In The Workplace: What It Is, Why It Matters, and Strategies to Enable It!

 

Empowerment in the workplace refers to creating an environment in which employees feel trusted, valued, and supported in their work. This involves giving employees a sense of control over their work and the ability to make decisions that impact their job and the overall success of the organization. Empowerment is important because it can lead to increased motivation, productivity, and job satisfaction among employees, which can ultimately benefit the organization as a whole.

Here are a few key reasons why empowerment matters in the workplace:

Increased motivation: When employees feel trusted and supported, they are more likely to be motivated to do their best work. Empowered employees are more likely to take ownership of their work and feel a sense of pride in their contributions to their as well as the organizational outcome(s)

Improved productivity: Empowered employees are more likely to take initiative and make decisions that can improve their work and the overall success of the organization. This can lead to increased productivity and efficiency as well as effectiveness, both for themselves as well as the organization

Greater job satisfaction: When employees feel that they have a say in their work and are valued by their organization, they are more likely to feel satisfied in their jobs. This can lead to lower turnover rates and a more stable workforce

Better decision-making: Empowering employees can lead to better decision-making at all levels of the organization. When employees at all the appropriate levels are given the freedom to make informed decisions, be involved (appropriately) in decision making, and take ownership of their work, they are more likely to make decisions that are in the best interest of the organization.

Encourage open communication: Create an environment, that safe space per se, where your employees feel comfortable sharing their thoughts and ideas. Encourage them to ask questions, offer suggestions, and share feedback

Provide learning and development opportunities: Invest in your employees' growth and development by providing them with training and development opportunities that will help them improve their skills and knowledge

Delegate responsibilities: Give employees the authority and responsibility to make decisions that impact their work. This will help them feel valued and trusted, and will also give them a sense of ownership over their work

Recognize and reward good performance: Recognize and reward employees for their good performance

Foster a positive work environment: Create a positive work environment that promotes teamwork, collaboration, and mutual respect. This will help employees feel valued and respected, and will encourage them to work together towards common goals.

Encourage creativity and innovation: Encourage employees to be creative and innovative in their work. This can be done by providing them with resources and tools to help them generate new ideas and solutions.

Set clear goals and expectations: Set clear goals and expectations for employees. This will help them understand what is expected of them and will also give them a sense of purpose and direction

By creating a culture of empowerment, organizations can create a positive work environment that attracts and retains top talent, and enables the organization to achieve its goals.


Overall, empowerment in the workplace can lead to a more engaged, motivated, and productive workforce, which can ultimately benefit and positively impact the overall organizational outcomes.


Website: International Research Awards on leadership and Management

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What is Digital Innovation?

 

Digital innovation is the integration of digital technology into all aspects of a business, fundamentally changing how you operate and deliver value to customers.

Digital innovation is not just a buzzword; it’s a pivotal concept that is driving the modern business landscape. According to a report by McKinsey, companies that are digital leaders are 1.5 times more likely to experience revenue growth than their less digitally-savvy counterparts. Furthermore, Gartner states that 56% of CEOs have reported that digital improvements have led to revenue growth.

Digital innovation involves the use of digital technology to solve traditional problems. These solutions can result in new business models, improved customer experiences, and operational efficiencies. In today’s fast-paced world, digital innovation is not just beneficial; it’s essential for survival. Companies that fail to innovate risk becoming obsolete, as they’re overtaken by more agile competitors. This article aims to demystify the concept of digital innovation, exploring its meaning, importance, and how businesses can embrace and drive it.

 Key Statistics:

• Digital leaders experience 1.5x more revenue growth (McKinsey).
• 56% of CEOs report digital improvements leading to revenue growth (Gartner).

Website: International Research Awards on leadership and Management

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The Charisma Code: Mastering the Power of Charismatic Leadership

 

What sets apart a truly charismatic leader from the rest? Why do some individuals effortlessly command attention and inspire others to follow them, while others struggle to make an impact?


Charisma is the elusive quality that makes leaders stand out, captivating and motivating others with their presence and vision. Despite its immense power, charisma is often overlooked as a reason why we follow one person over another. Maybe it’s because people think it’s something you have or do not.

In this article, we dive deep into the topic of charisma and how to develop this useful leadership skill to become a magnetic and inspiring leader.

 
Defining Charisma

Charisma is a personal quality that makes someone highly attractive and appealing to others. It is a combination of traits such as charm, confidence, humour, and presence that enables a person to inspire and influence others. Charismatic individuals exude a magnetic energy that draws people to them, making them feel comfortable and confident in their presence. They are engaging communicators, able to convey their ideas and thoughts in a compelling and inspiring manner, while also having a strong sense of self that allows them to be confident and assertive, yet empathetic and understanding towards others.

The Key Elements of Charisma

What makes someone charismatic? Just as there are various qualities that contribute to a person’s leadership presence, there are several factors that can enhance a person’s charisma. Here are some of the attributes that are associated with charismatic individuals:

Confidence: Confidence is a critical factor in charisma. People are drawn to those who believe in themselves and their abilities.

Positive Energy: Charismatic individuals radiate positive energy and enthusiasm, making others feel good in their presence.

Active Listening: Charismatic individuals are excellent listeners, making the person they’re speaking with feel heard and understood.

Empathy: The ability to understand and connect with others on an emotional level can make someone more charismatic.

Humour: Charismatic individuals often have a good sense of humour and know how to lighten the mood and put others at ease. Humour is also a great way to build trust and comfort between people. Authenticity: Being authentic and true to oneself is a key aspect of charisma. People are drawn to those who are genuine and honest.

Passion: Charismatic individuals are often passionate about what they do, inspiring others to feel the same way.

Strong Body Language: Charismatic individuals have strong body language, including eye contact, open gestures, and confident posture.

All of these characteristics can be learnt and developed.

 
The expression and perception of charisma can vary across cultures and genders

The manifestation and interpretation of charisma can vary significantly among cultures and genders. Cultural and societal expectations and norms play a crucial role in shaping how individuals express their charisma. For instance, some cultures may value humility over confidence, leading individuals to suppress their charismatic traits. Similarly, gender norms can influence how charisma is perceived, where women who display assertiveness and confidence may be viewed as aggressive, while men who exhibit the same traits are often seen as strong leaders.

Furthermore, societal norms may create different expectations for men and women when it comes to demonstrating their charisma. Women may feel pressure to downplay their charisma to appear more approachable or likeable, while men may be encouraged to showcase their charisma. It is important to recognize that diverse communities may hold distinct beliefs about what constitutes charisma, and these perceptions can impact how individuals express and develop their charisma.


Considering these factors is vital for individuals who seek to cultivate their charisma. The social environment we grow up in and live in can reinforce our beliefs and behaviours, so understanding how these factors may affect our expression of charisma is key. Seeking out mentorship and role models who embody the charismatic traits you aspire to can be a valuable learning experience to develop yourself when your current environment does not offer such support. This leads us to our next topic:
How to develop your charisma

First and foremost, it’s important to recognize that you possess the potential to become a charismatic and captivating leader. This potential exists within all of us.

To develop and enhance the qualities that contribute to charisma, we can explore practices that align with our preferred characteristics. Additionally, learning practical skills can help us manifest these qualities with a high level of expertise.

Let’s consider the power of humour as an example. If you appreciate your sense of humour and wish to cultivate it further, dedicate your attention to this aspect. You could consider joining a course or seeking guidance from a coach. For instance, The School of Humor and Authenticity specializes in teaching individuals how to use humour to become impactful and authentic leaders.

Alternatively, if you aspire to infuse your work with more passion and effectively transmit this enthusiasm to your team, focus on discovering that passion within yourself. It may involve taking time to reconnect with your core values, the impact you wish to make, and the intrinsic meaning you derive from your work. In this pursuit, a mentor or coach can serve as a valuable guide through the process.

Ultimately, charisma is realized when there is a harmonious alignment between your inner life force, your true identity, and the tasks at hand. By nurturing this alignment, you can unlock the genuine and empowering expression of your charisma as a leader.

Website: International Research Awards on leadership and Management

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