In a context of great uncertainty, leadership has become a profession in its own right where it is no longer a question of doing a little more or a little less of the same thing or of doing something better than one already did. It is about seizing new opportunities for progress that appeal to those who can discern them. This sequence in turn produces the emergence of a new profile of leaders with empowerment for his teammates even in the most difficult moments. There is no robot portrait of the ideal leader. The management styles are closely linked to the personality, the origins, customs and culture of each, so it may exist as long as there are people on this planet.

Your style of leadership

Take the example of the last two CEOs of Apple: Steve Jobs and Tim Cook. Each of them embodied a different vision of leadership. Tim Cook seems closer to his employees, more “friendly” and communicating than his predecessor, Steve Jobs, who had the reputation of being elitist, demanding and stressful.

In the same way, an introverted person does not manage his teams in the same way as an extrovert. Culture and education also largely influence management styles. So the management in Singapore or Malaysia will certainly not look like what we could meet in Japan or Sweden. Nevertheless, regardless of all these factors that personify us, there are qualities common to any good leader. Here are some of the most important.

Knowing how to trust

Trust is the key to a successful and successful organization. Have confidence in yourself and your employees, make fair and thoughtful decisions and put transparency at the heart of your conversations. The relationship of trust that this type of leadership creates will certainly lead you to success. Only an innovative approach will achieve the goal. Experience and reasoning by analogy will certainly are not enough to indicate the right direction. Trusting the process and the ability of your team is key; some decisions cannot be postponed. You may have to decide even in the oddest hour if you are to stop, continue or scale. A good leader trusts the process.

Setting clear goals

Having common goals defined and made clear to your collaborators will help you determine the distinctive contribution of each and visualize how individual effort can contribute to shared success. This approach encourages exchange and dialogue and increases cohesion within the team. Setting clear and realistic goals and are tactical and strategic about it; being tactical and strategic help them to lead their team toward a specific goal. Because their efforts are not directed to the mere realization of personal benefits or for the purpose of control, the good leader aims to make sure that things move!

Personifying the values ​​of the company

Your actions must reflect the values ​​of the company. By embodying the values ​​of the organization, you will be more legitimate with your team, who will then be ready to follow you.

Allowing the exchange of knowledge

Your goal is to evolve your team, to build skills, to release talent. Encourage moments of exchange and transmission of knowledge / ideas among your team members, this will invite your collaborators to be more autonomous and creative.

Rewarding good initiatives

These are the small victories that allow your team to progress on a daily basis. When a member shows up, share the good news with the rest of the team. Put your employees forward to boost membership and boost performance. You will show that every effort will be rewarded and your team will be more motivated.

These are just some of the traits that we believe differentiate true leaders from pure managers. Look out for our ongoing series on leadership and work towards building a bigger and better sales organisation.

Alternatively, contact our growth consultants to find out more about our upcoming leadership programmes. We are committed to creating real change in the community in our in-class sessions, and hope you see you and your teams’ breakthroughs!