I believe a quote by Ralph Nader sums up the role of a leader well: “The function of leadership is to produce more leaders, not more followers.”
If you’ve worked very long in the corporate field, you’ve likely been exposed to high-level executives who were strong, competent, insightful leaders. You’ve also likely been exposed to executives who weren’t. The difference between the two is often dramatic.
Effective leaders, from my perspective, are quick to damp down their own ego and instead focus on the development and subsequent success of their top team. Below are my top tips on how you can become a leader of leaders:
Tailor your approach to each team member.
Anyone who does a good job and excels in his or her field can be promoted into a leadership position, but it’s not always justified. Just because you can perform a task to perfection doesn’t mean you can supervise someone else to perform your old job to precision.
This is why I believe one of the most important skills for a leader to develop is the ability to adapt. People are individuals. Each person learns in a different way, at a different pace. The trick is learning how to recognize the way each individual person ticks and how he or she learns in a lasting and profound way.
Explain the ‘why’ behind your actions.
A massive mistake I’ve observed people chosen for a position of leadership make is to automatically decide that everyone reporting to you should adjust their attitudes and/or behaviors to suit your desires. Each and every person now reporting to you as a leader should be clear on why you’ve been chosen for that role. You need to call out any bad behavior by your former associates and lead by example. Be firm, and create and maintain appropriate boundaries.
Don’t be afraid to delegate.
One important part of being a leader of leaders is to recognize what your strong suit is not — and delegating those tasks to someone who is very strong in those specific areas. You must realize that you cannot be an expert in every aspect of the contributions of the team. The day you understand and acknowledge that simple fact, not only will it free you up to do greater things, but it will also empower you to invest in a worthy employee who is awaiting the lesson to become a leader of his or her own.
Inspire your team.
It really isn’t that difficult to inspire another person and point them in a positive direction. After all, that is what someone else did for you. Pass along the favor and the tradition.
As a leader, you can be an inspiration to your team by making your expectations clear from the beginning. Call on your team’s experience by asking for their suggestions and input on important projects. Everyone likes to feel useful and essential. Collaboration benefits everyone. Communicate and share your vision. Be available and approachable. No employee has ever been inspired by a closed door.
When you take the time and effort to inspire the next generation, you spend your time wisely. It will benefit your company, your corporate structure and your vision for the future.
This article has previously been featured on Forbes