According to recent research, organizations thrive on effective leadership and suffer greatly from poor leadership skills. Leadership is defined as encouraging, enabling, and influencing employees to improve their productivity and achieve organizational goals by directing them to follow your lead (Gandolfi & Stone, 2018). Leadership, in my opinion, is the ability to empower followers through encouragement, guidance, and setting an example. Various leadership styles are available depending on the leader’s personality and how he wishes to lead his team. Democratic, bureaucratic, and autocratic leadership styles are examples.
Outstanding leadership is dependent on the leader’s characteristics and communication style. Identifying ideal and great leaders based on their attributes and qualities is simple. First, great leaders are individuals who voluntarily agree to be a positive influence, mentor, and source of inspiration to others. Leaders are frequent examples of the behaviors that an organization must accept to be efficient, productive, and successful (Fang et al., 2019). Second, great leaders can see the invisible, such as opportunities hidden behind threats, solutions disguised as problems, and innovation born from risks. Great leaders are born with confidence and optimism.
Great leaders also help their employees reach their full potential. They challenge their employees by assigning them to increasingly complex projects to accomplish this. Great leaders ensure that their employees step outside their comfort zone and remain actively learning and engaged with their work. As a result, whenever the employees face challenges or adversity, they support their people by coaching and mentoring them and providing constant valuable feedback, thereby increasing their innovativeness (Glazé, 2019). The most effective leaders are also the best coaches and mentors. Great leaders are also dedicated to maintaining their integrity, and their reputation is their most valuable asset and tool for influencing others.
Furthermore, great leaders in a technological revolution remain calm amid chaos as they find ways to add value and thrive in a volatile environment. In an unchanging status quo, great leaders can succeed. Furthermore, great leaders are concerned about their co-workers’ work performance and well-being. They go above and beyond to ensure that employees are satisfied, recognized, happy at work, connected, and well-rewarded. Most importantly, great leaders inspire their followers by empowering them to reach and exceed their full potential by instilling a vision of what they should achieve and how they can do so.
Outstanding leadership is the main reason behind the tremendous success of numerous organizations in the society of today. In my current workplace, our leaders have created a favorable working environment for us employees. For instance, good communication between the leaders and employees, celebrating team wins through comprehensive training, and creating a space that has promoted our well-being and growth. All these activities have contributed to better work relationships and exceeding performances on the goals set (McFadyen, 2019). I have grown from a junior employee to a higher rank in less than two years. This is a tremendous achievement, and it would not have been possible without the mentorship and coaching of our team leaders.
To summarize, any respectable organization must identify, understand, and develop great leaders to run smoothly and positively while achieving the set goals. Mentoring young employees benefit them and negatively impacts the organization’s future success because they will easily fit into their new roles (Bradley, 2018). Furthermore, leading a team requires natural leadership abilities and a genuine desire to perform their duties diligently. Managers must thoroughly identify the characteristics of the appointed leaders because a minor mistake in the selection process can be one of the most damaging and disastrous decisions for any organization’s potential future.
Bradley, D. (2018). Leadership development strategies to build leaders through mentorship programs (Doctoral dissertation, Walden University).
Fang, Y. C., Chen, J. Y., Wang, M. J., & Chen, C. Y. (2019). The impact of inclusive leadership on employees’ innovative behaviors: the mediation of psychological capital. Frontiers in Psychology, 10, 1803.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Glazé, R. (2019). The Benefits of Mentorship Among City Employees (Doctoral dissertation, California State University, Northridge).
McFadyen, G. (2019). Practice management: Leadership, profitability, and culture. Proctor, The, 39(4), 53.