Anamcgary's Blog

Leadership thoughts from PeopleFirst HR

The 5 Most Important Traits of a True Leader

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  1. Consistently Strong Work Ethic; Set the Standard

Actions are stronger than words, and this is personified by the respected leader. Great leaders despise false promises and people that create lots of unnecessary noise to get attention. There are many leaders that play the part on the outside but have very little substance on the inside. Respected leaders are those who consistently prove through their work ethic that they are reliable and trustworthy on the inside and out.

These leaders set the tone and are great role models. The tangible and measurable results of their consistent work ethic influence new best practices and cultivate innovation. Ultimately, their leadership defines the performance culture for the organization. They set the standard and leave behind an indelible impact.

  1. Not Afraid to Take Risks; Admit Wrong Doing

Respected leaders are those who are not afraid to take risks. They are bold enough to change the conversation and seamlessly challenge the status quo for the betterment of the organization and their competitive advantage. They can anticipate when a paradigm shift is in order and are courageous enough to act on it.

The other side of this admirable quality is the ability to admit wrong doing. Respected leaders do not hesitate to make the most difficult decisions and will put themselves out on the frontline to lead by example. They gravitate towards what many view as a “leap of faith” and willingly accept the challenge – knowing very well that the odds may not be in their favor given the personalities and inherent obstacles that surround them.

  1. Sponsor High-Potential Employees; Serve Others Rightly

Respected leaders think about making others better. They don’t leach, they lead. They are mindful of those that give a 100% effort to their responsibilities. Respected leaders find ways to discover the best in people and enable their full potential. When they detect high-potential talent they impart upon them their wisdom and provide a path for long-term success.

Leaders that “sponsor” their employees put their own reputation at risk for the betterment of the individuals they are serving. This is an admirable quality and one that is highly respected amongst a leader’s peers. For example, my career was shaped and defined by one of my bosses in the early stages of my professional development. He witnessed my raw talent and saw that it needed refinement. He wasn’t afraid to take risks and exposed me to environments in the workplace that were too advanced for my experience to-date.

This challenged me to make decisions and tested my ability to think and use my instincts. He lifted me up and guided me rightly each time I failed along the way. My boss taught me all his tricks and trusted me to use them in ways that represented my personality, natural style and approach. Others noticed and didn’t always think that I was worthy of his sponsorship – but in the end I proved the doubters wrong and eventually became their supervisor.

My boss earned a lot of respect from the organization and other leaders began to model his sponsorship approach. Five years later, I became the youngest senior executive in the company’s 100+ year history.

  1. Powerful Executive Presence; Long-Lasting Impact

The most respected leaders are the most authentic people. Their executive presence is genuine and true. They make those around them feel that they matter, and they welcome constructive dialogue regardless of hierarchy or rank. Respected leaders trust themselves enough to live their personal brand and serve as powerful role models to others. Their presence creates long-lasting impact that leaves a positive mark on the organization and the people they serve.

Respected leaders are passionate, impact-driven people. Their presence is felt when they walk into the room; their reputation and their track-record precede them.

  1. Have Their Employees’ Backs; Deflect Their Own Recognition

Too many leaders are recognition addicts and want all of the credit. They spend too much time breaking-down rather than building-up their teams. They don’t take the time to genuinely learn about other’s needs. Leadership is ultimately about knowing the people you serve and giving them the guidance, inspiration and navigational tools to make their lives better and enable more opportunities.

Leaders earn respect when they reward and recognize their employees and colleagues. They take the time to appreciate and understand the unique ways they each think, act and innovate – and are always on the lookout to enable their talent. They are trusted, admired and respected because they make it more about the advancement of others, rather than themselves. They share the harvest of the momentum they build with others.

Earning respect is a journey and requires leaders to focus on how they can “deliver beyond what is expected” of their role and responsibilities. It’s about always being on the look-out for ways to step up your game and being mindful of ways to make the workplace better and the organization and its people more competitive and relevant.

What will you do as a leader today that you haven’t done in the past to be more respected?

 

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Author: anamcgary

Ana McGary is a seasoned Human Resources and business professional with over 25 years of human resources management and executive leadership experience in Fortune 500 organizations, large and small companies in various industries. Ana is a results oriented HR Business consultant who offers business leaders and executives human resources and business guidance and solutions that enable them to grow and retain their employees and customers. She founded PeopleFirst Enterprises, Inc. in April 2010. PeopleFirst offers human resources practices, guidance and outsourcing services to emerging, small and midsize businesses in the Southeast market. In today’s changing world, capital is scarce. Because PeopleFirst is smaller than some of its larger competitors, we are able to provide similar services that are not pre-packaged and are designed to meet the business needs of each customer at a significantly lower expense. Ana’s areas of expertise include all aspects of human resources management, employment and labor laws, leadership development, multi-site operational management, operational policies, processes and procedures, staff performance optimization, benefits/compensation design, merger/acquisitions integration, and management and executive coaching. Her passions include organizational effectiveness, leadership coaching & development, facilitating individuals, teams and organizations to reach their maximum performance. She has written several articles for business publications and speaks at several conferences throughout the year. Ana has consistently been recognized by her customers as an exceptional communicator and professional adviser. Ana maintains her Professional Human Resources certification as well as her Paralegal certification requirements. She is an active member of The Society for Human Resources Management, nationally and within several southeast chapters. She is also a member of the International Coach Federation and the Georgia Coach Federation. Ana serves as a Board Member for It’s the Journey, Inc. A Georgia based charitable organization and producers of The Atlanta 2-Day Walk for Breast Cancer. She is also a member of the Georgia Hispanic Chamber of Commerce and is fluent in Spanish. PeopleFirst’s approach to Human Resources is partnering with executives, presidents, vice presidents, directors and business owners in managing the human side of the ever changing world of business. We combine creative strategy with tactical leadership to help organizations meet their desired business objectives.

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