Role Model of a Leader

We are currently facilitating a 360 Leadership Assessment for an executive of a wealth management company. The insightful information we are receiving to the questions, which are really her questions about her leadership, inspires us to write this article. She really models highly effective leadership and we hope this article will encourage others to think about their leadership and the help they are giving their team members. These principles will not be new to any of us, yet they are important reminders.

There are many reasons this leader is so highly regarded, and that says a lot. We want to be admired and respected for the many things we do well in leading, i.e., helping our people.

Specifically, her colleagues, which include those who report directly to her, peers from around the company, and her manager, who happens to be the CEO of the company, told me she:

• cares deeply about them, their success and their well-being
• has weekly one-on-one conversations with each of her team members, as well as numerous “check in’s” each week
• listens with an open mind to understand and learn, encouraging their ideas and feedback
• is likeable, friendly to everyone of all levels and has no personal agenda, she has high emotional intelligence and is genuine, no “airs”, comfortable in her own skin
• gives clarity of her expectations, the results and due dates needed
• is a hard worker, totally devoted to the success of the company, their team, and their individual achievements
• addresses a problem or a problematic team member promptly, which is an important responsibility of a leader, as the situation will very likely only get worse and be a source of undue stress
• trusts us to do our job, empowers us, encourages us to make decisions
• is exceptionally responsive, very timely, and is virtually always available when we need her
• recognizes and appreciates our dedication and good work encourages us to continue our learning, education and gaining appropriate credentials for our advancement
• helps us have fun working together as a team

There are numerous other leadership principles she embodies, but we want to keep this article short and believe these give a sense of her selfless and effective leadership.

Yet, we all have areas of potential improvement, things we can work on to be better than before. In her assessment, she learned that

• her colleagues feel she is so busy, getting her full attention is difficult. Does she really have to respond to emails when in a meeting or a one-on-one conversation? It is okay to shut down, give your full attention, not try to do everything at once
• she sometimes seems hesitant to provide timely candid feedback. However, constructive feedback, offered positively, i.e., to help people learn, grow and be successful, is actually being kind
• it would be helpful for her to be even more widely connected throughout the company, e.g., with those in the field, even just picking up the phone to check in with people, asking how things are going means a lot
• She may sometimes be less receptive to an idea for a better way as she feels it is not the company way. However, just as we must try to improve individually, so must our company.

The good news, really very good news, is that she is appreciative of the opportunity to learn from her colleagues perceptions so she may continue her own growth.

I admire this leader for initiating her 360 leadership assessment, for wanting to know how she can be even more helpful to her team members and other colleagues and their success.

Striving for continuous improvement is the path to success! It takes humility – and humility is the foundation of growth.

This is a special leader!