What is your leadership TM?
Willis Langford
HR Director | Talent Management | Inclusion | Author | Life Enthusiast | Learning Architect | Leadership Coach | Servant Leadership | Speaker
Every organisation focuses a lot on trademarks. This determines their brand and how they like to see themselves represented in the marketplace. It is a unique identifier akin to a name that could bring them credibility in the long run and something which could remain in the minds of the consumer.
Similarly, each of us, aspiring for leadership positions, have our own trademarks. This represents who we are, our unique ways to identify ourselves and what defines us from an external point of view. In short, what is so special about us - What is our brand?
So here are two big aspects that represent our trademarks:
Do you have the talent?
Do you have the Maturity?
Talent is a very broad term. So, let’s break it up talent into smaller bites, to focus on more detail.
Knowledge:
What is our knowledge base? Do we have the skills or competencies to help us lead in a way that our uniqueness and strengths come to the fore? Do we understand all that is required for the job or task at hand - perhaps even the position that we are aspiring for? This is normally the price of admission to even get the discussion started.
As Aristotle famously wrote, "The more you know, the more you realize you don't know." This clearly lets us know that there is no end for learning. But the caveat is that the more we know and experience; the more perspective we have.
I remember many situations where people shared with me that their boss doesn't know what is happening at the ground level. So how would they be in a position to draw suitable policies or even lead the team? This can happen to us too, if we are under-prepared.
Hard Skills:
Possessing technical skills is so important, especially when we want to lead. By no means am I suggesting that the best performer is entitled to be the leader, but knowing and understanding the nuances of the job gives greater opportunity to lead because of the understanding of what the job entails.
I remember another situation where a senior leader in her organisation shared with me that their leader was from outside of the industry and had no clue how their business is run and that led to wrong decisions!
Maturity is a very broad term too and can include many people skills as well.
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It is about having that 40,000 ft above the ground view and yet having the connectivity of a leaf to its branch.
Values:
Our core values and principles would drive us in the direction of demonstrating integrity and mature decision making. Most often, this is the premise on which our decisions are taken. So, the question is - Are our values inclusive, for it to be considered as mature?
Change:
Do we have a growth mindset frame of mind? If yes, then this allows us to be open to change and embrace it. we can introspect - Are we open to ideas and listening with intent? - this could mean new ways of working, the way we communicate, etc.
Passion:
Do we have the drive, the passion and the enthusiasm to pursue goals and strategies that may seem beyond our reach? Are we willing to take untrodden paths, which may seem risky for the fear of the unknown?
Ask for help:
Do we exhibit prudence and seek, in a humble way, when we see the need to ask others for help? Do we understand that vulnerability is not a weakness, but a great sign of maturity?
Through my experiences of leading and being lead, I have realised that :
So, do you have it in you? What are your trademarks?
Do you have the talent?
Do you have the Maturity?
This article is written by Willis Langford, an unbiased, result driven & passionate HR professional who has a flair for technology and keen interest in making this world a better place with a zest for life.