Building a framework for people recognized as leaders to exert a homogeneous, coherent influence on their teams aligned with the company’s strategy is key to the growth of the organization. Some companies are starting to create so-called leadership manuals, aiming to lay the foundation for what it means in every organization to be an emotionally intelligent and inspiring leader. Good leadership will undoubtedly favor greater motivation and commitment of employees, as well as the development of talent within the company. Jose Duarte, a seasoned entrepreneur and business leadership expert from Costa Rica, explains what it takes to be a better leader in order to build a better workforce.
First, it is necessary to create an index of competencies and behaviors and submit them to an assessment by each area or department of the company. With the results, a ranking of those competences and behaviors best valued will be established. From these data, it is possible to create our own model of intelligent leadership based on a score of managerial competences.
“Smart leaders need to ensure good results in the short term,” explains Duarte. “To achieve this, they must promote the work done with quality, efficiency and rigor. This is achieved by creating mainly motivating and optimistic work environments and promoting a collaborative culture between different teams or departments.”
The leader communicates the objectives explaining their relationship with the company’s strategy. It helps your employees understand the value and meaning of their work by recognizing their achievements and progress. It is able to delegate and promote transversal collaboration with the aim of increasing the effectiveness of the team. It proposes personalized professional challenges according to the capabilities of each one.
Intelligent leadership cannot be left alone with a short-term vision. It must be open to new ideas and enhance innovation and creative thinking. You must have and know how to transmit objectives and a vision of the future. It promotes digitalization by encouraging the use of applications and internal and external social networks.
These leaders are always looking for new business opportunities. They create an open work environment in which they encourage new initiatives and opinions and involve their employees and collaborators in decision-making. They are able to change their approach or point of view in the face of a solid argument from their collaborators.
The leader of today must have, as one of the main purposes, to enhance personal growth and employee commitment. He or she must be skillful and agile when it comes to detecting the talent of each worker and contributing to its development. In this aspect, communication skills, active listening and positive feedback are paramount. The leader must be able to build trust between employees and their trust in his or her abilities. It must enhance the autonomy and responsibility of the teams and believe in continuous training as one of the main methods to contribute to the development of personal talent.
This type of leader accompanies the collaborators and guides them in their improvement process by offering them advice and coaching. He or she is able to identify the potential of each employee, as well as the points that need to be improved. The leader also encourages the contribution of opinions, which are integrated into the vision and general strategy of the company, and knows, above all, to encourage and excite the team through motivating challenges for all.
Adds Duarte, “An inspiring leader knows how to manage collective talent as the basis of organizational transformation. He or she generates a team spirit among employees and creates spaces in which to share experiences and knowledge.” A successful leader also promotes fluid and transparent transversal communication and constructive dialogue between all members of the company.
The smart leader undertakes actions that favor learning and professional improvement. He or she enhances the interaction of its collaborators with the environment, facilitating and encouraging their attendance at forums, talks and events. The individual also works the network of external contacts for its professional improvement and organizes with some frequency different team-building actions with the aim of keeping the teams cohesive and motivated.