What Makes a Good Leader?

#TChat once again had a great topic that is hot in business. Tons of people are speculating over what constitutes as good leadership. As we investigated and broke down this topic, we have come to realize that it deals with more than just leadership. In fact, it deals with the leader themselves. In order to live up to the expectations of good leadership, we must dive deeper and understand what characteristics and qualities make an exceptional leader.

The co-author of “The Character-Based Leader- Instigating a Leadership Revolution, One Person at a Time,” Meghan M. Biro, had suggested that great leaders have five core attributes. A leader must display integrity, trustworthiness, emotional intelligence, openness, and motivation. These attributes can play in to the followers’ (or employees’) need to not only have a leader that is transparent, but also one that offers a sense of stability or consistency to their leadership efforts.

The workplace ecosystem is delicate and good or poor leadership can really make an impact on it. In order to maintain a good workplace and ultimately positive work performance, leaders must make the effort to genuinely possess and display the attributes listed above. Employees want to follow a leader that seems to be making strides towards the greater good rather than for their own selfish desires. They want a leader that keeps them in-the-know about things. And most importantly, they want to know that their leaders are human (because let’s face it, we all make mistakes). And if the leader does make a mistake, forecasts incorrectly, or made a misinformed decision- it would be in the leader’s best interest to handle these situations gracefully, professionally, and honestly.

Followers don’t only care about what a leader does, but who the leader is. Considering a leader’s character is highly regarded and leaders should ensure that having these attributes should be high on their priority list. Good leadership can increase employee engagement, morale, and company/employer branding. Essentially, being a leader with good character can majorly benefit a business.

If you liked topics like this, be sure to join #TChat on Twitter on Wednesdays at 7pm EST.

More relevant links:

#TChat Recap

The Character Based Leader

Are You a Character Based Leader?

Talent Culture 

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All Hail the Chief Culture Officer!

As I’ve mentioned a million times by now, I absolutely love Twitter chats. They’re an amazing source for information and also a great way to come up with some interesting topics to write about. This passed Wednesday, #TChat had a discussion about the Chief Culture Officer (CCO). Of course, this completely grabbed my attention because I love anything involving company culture and try to find other’s that are as passionate about it as I am. This chat helped shed light more on this particular role within an organization and also provided some great take-aways.

For those who are not familiar with this particular position or role, a CCO can simply be defined as the individual that focuses on cultural trends and applies them to the organization. For many years, this was considered a major missing component in maintaining a positive environment. Culture changes rapidly within an organization, so a CCO’s role is especially important in terms of keeping the organizational environment consistent throughout all of these changes, expected or unexpected.

I’m a huge cheerleader when it comes to company culture. It is important for so many reasons. Maintaining a culture is a full-time job and a company would seriously benefit from having a CCO to focus on this. Some positive reasons why having a good culture is imperative:

  • It creates trust among employees of all levels.
  • It helps employees to share and collaborate inter-departmentally and also cross-departmentally.
  • Good culture can increase productivity.
  • Can increase employee engagement.
  • It can increase employee satisfaction.
  • It can brand a company as “Best Employer to Work For” which can attract quality talent.
  • It promotes business growth and development.
  • It can reduce absenteeism and increase employee retention.

As I so eloquently said in the chat: if your culture sucks, what quality employees do you really think will stick around? Apparently, quite a few HR professionals agreed with this and consistently retweeted this sentiment. A CCO is the cultural fabric of your organization and helps the company shift seamlessly with change. Additionally, the CCO can really open up two-way communication with employees to determine what they want out of their employer to make their working experience a better one. I’m a firm believer that if you care about and invest in your employees, you’ll receive extraordinary results from them in return. What are you doing to ensure that you are their employer of choice?

Links:

TalentCulture #TChat Recap

The Rise of the CCO

The DNA Collaboration

A Job I Want Some Day: CCO

An Awesome Mashup that Justin Mass of Adobe Created of #TChat. Tweets from #TChat are spoken by Jocelyn Aucoin of WorkSimple, JD Dillion of Kaplan Higher Education, and myself.

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If you’re interested in learning more about TalentCulture, be sure to join #TChat on Wednesday at 7PM EST