Today, developing an authentic leadership style is crucial if we want to inspire commitment and get results. In this session, we'll reflect on what makes a good leader. This will involve considering our strengths, weaknesses and blind spots, as well as addressing key leadership challenges: from creating a compelling vision to empowering others.
In this two-hour session, we will:
- Discuss the overall nature of leadership and how it has changed through history
- Take a realistic look at some of the trials of leadership, and how to tackle them
- Develop a more compassionate approach to ourselves to improve our relationships with others
- Learn to communicate clear purpose to clients and colleagues
- Build a more productive workforce by demonstrating trust in employees or subordinates
Leadership is the skill of knowing one’s strengths and weaknesses, being able to choose and develop one’s own authentic leadership style and actively practicing this in the workplace.
What characterises mastery of this skill?
Employees with very good leadership skills characterized by a high level of knowledge and reflection about their own strengths and weaknesses and are able to act accordingly. They are aware of the special challenges facing leaders like loneliness and having to set the limits and say no, and practice self-compassion about these downsides. They are able to build a team that compensates for their own blind sports and regularly seeking out for feedback and taking time to adapt their own behaviour. At the same time, good leaders demonstrate trust in their team by avoiding micromanagement.
What characterises a lack of this skill?
Employees with a lack of leadership skills might nevertheless be in a leadership position or might have just started a management career. Oftentimes, their leadership style is often not a consciously chosen one and they tend to act impulsively, unpredictably or unreliably. They might find it hard to stop being too nice and struggle with team members questioning their authority. On the other hand, they might find it hard to trust their team and delegate tasks which often leads to micromanagement. Employees who struggle with their leadership position might often behave rudely or cruelty and/or pass their sense of pressure or despair on to their subordinates.
‘There was a real focus on how to get the most out of feedback and about thinking ahead to get to a goal’
‘I learned to take the initiative and realise that my input is important and valued’