Improving your leadership has many benefits. It not only promotes better performance, retains skilled employees, but also reduces pressure on the leader’s shoulders.
In the leadership position, everyone wants to be recognised as having high-performance leadership. It’s necessary to be aware of the aspects in which high-performance leadership is expressed.
In the last part, we have discussed the first four of them: Ways of thinking, Actions and Behaviour, Choices of words, and Action time. Now, let's examine the remaining three!
In the leadership position, perhaps anyone wants to be recognised as having high-performance leadership. However, many leaders now fail to achieve that goal. Then, they slip on the path of self-assertion, not bringing their team’s general efficiency.
It’s necessary to be aware of the aspects in which high-performance leadership is expressed.
When it comes to comparing the importance of EQ and IQ in leadership, there seems to be a preference, a little bias for EQ. On one hand, EQ is important for a leader since it indicates one’s empathy with others. On the other hand, IQ plays its important role in a leader’s competency and ability to meet requirements.
If you want to be a good leader, you must set up a process for developing your leadership skills and implementing them effectively. It is said to be an important factor to improve and enhance the operational quality of your business organisation.
Organisations nowadays have to keep themselves afloat with the ever-changing pace of the business world. The shifting movement is going towards a more collaborating, innovating and team-based way of operating. As a result, top leaders need to take a more open approach in the workplace in which each and every member of the team engages and contributes to the overall success.
Not many organisations are equipped with a detailed leadership development plan to help nourish their internal pool of talents. According to Hubspot 2018 Marketing Agency Growth Report, nearly 70% of agencies struggle with finding the right talent for their currently vacant positions. Yet, they still proceed to hire more people. Meanwhile, 53% plan to invest in employee training and only 25% plan to retain their staff.
In the previous blog post, we have discussed the fundamentals of a 360-degree feedback process including several instances where the system fails.
In a world of constant change, the importance of leadership in business success is among a few things that will always hold true. What may evolve, however, are how effective leadership is defined and which competencies of leaders and managers matter the most.
When does your organisation review your performance? At the end of the year or more often than that? If your answer is the second choice, you’re in the right hand. The feedback process is vital to any organisation as it is the element that sparks innovation and improvement.