Martin Luther King Jr said, "A genuine leader is not a searcher for consensus but a molder of consensus." and Ronald Regan said "The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things."
There is one role in the tech industry where “Leadership” is expected at every level. That role is called “(T) Program Manager. These are the folks that drive vision into reality.
In this article, I will share some tips on how to be a leader at any level in the organization. Use this as a learning or a reflection.
Let’s first understand the true meaning of Leadership. Leadership at the workplace transcends titles and hierarchies; it's a profound influence that permeates every level. It's the art of inspiring everyone to move towards a common goal, fostering a sense of belonging and above all, getting work done. True leaders lead not with authority but with compassion empowering others, igniting innovation, and navigating storms with grace, setting an example of integrity and dedication. They don't just manage tasks; they cultivate a shared vision, turning ordinary teams into extraordinary execution machines, where each member thrives, learns, and succeeds. In every role, from entry level to the executive suite, leadership isn't just a position; it is the force that transforms aspirations into achievements, making every member of the team a vital part of an inspiring journey towards shared success.
How to be a leader at the beginning of your career (0 - 7 years of experience)
1. Positive Attitude:
Enthusiasm: Approach tasks with enthusiasm and energy, inspiring others with your positivity.
Optimism: Maintain a positive outlook, even in challenging situations, and encourage your colleagues to do the same.
2. Initiative and Proactivity:
Take Initiative: Volunteer for tasks, projects, or committees without being asked, showing your willingness to contribute.
Problem-Solving: Offer solutions when you identify problems, demonstrating your proactive approach to challenges.
3. Team Collaboration:
Active Participation: Contribute actively in team meetings, discussions, and brainstorming sessions.
Supportive Attitude: Offer help to colleagues when they are overwhelmed or facing difficulties, fostering a collaborative environment.
4. Effective Communication:
Clear Communication: Express your thoughts and ideas clearly, ensuring others understand your perspective.
Active Listening: Listen attentively to others, showing respect for their viewpoints and ideas.
5. Continuous Learning:
Eagerness to Learn: Be open to learning new skills and technologies, demonstrating your adaptability.
Self-Development: Take online courses, attend workshops, and read industry-related materials to enhance your knowledge.
6. Time Management:
Prioritization: Manage your time effectively, prioritize tasks, and meet deadlines, showcasing your organizational skills.
Efficiency: Find ways to improve processes and increase efficiency in your tasks.
7. Resilience:
Perseverance: Demonstrate resilience by bouncing back from setbacks and learning from failures.
Accept Feedback: Accept constructive criticism positively and use it to improve your skills and performance.
8. Ethical Behavior:
Integrity: Uphold ethical standards, maintaining honesty and integrity in all your interactions.
Reliability: Be reliable and accountable for your work, gaining the trust of your colleagues and supervisors.
9. Mentorship and Support:
Peer Support: Offer support to your colleagues, especially new hires, by sharing your knowledge and experiences.
Mentorship: Seek a mentor for guidance and, when you gain experience, consider mentoring others.
10. Ownership and Accountability:
Ownership: Take ownership of your projects and tasks, showing dedication and responsibility.
Accountability: Acknowledge mistakes, learn from them, and take corrective actions, displaying accountability.
11. Innovation and Creativity:
Creative Problem-Solving: Think creatively to solve problems, showing your ability to approach challenges from different angles.
New Ideas: Don't hesitate to share innovative ideas that could benefit the team or organization.
12. Networking:
Professional Networks: Join professional organizations or online communities related to your field, expanding your network.
Industry Events: Attend industry events, conferences, or seminars to meet professionals and learn about industry trends.
Remember, leadership is not about a job title; it's about your mindset, actions, and how you inspire and support others. By embodying these qualities, even at the entry level, you can demonstrate strong leadership potential and make a positive impact in your workplace.
How to be a leader when you reach mid level (7 - 14 years of experience)
Middle managers play a crucial role in organizations. While they might not be at the top of the hierarchy, they can certainly be leaders within their teams and departments.
Being a leader in middle management involves a balance of strategic thinking, interpersonal skills, and a focus on results. By effectively leading their teams, middle managers contribute significantly to the overall success of the organization. Here's how people in middle management can exhibit leadership:
1. Develop a Vision:
Align with Company Goals: Understand the overall vision of the organization and align your team’s objectives with it.
Paint a Clear Picture: Develop a clear and compelling vision for your team, outlining both short-term and long-term goals.
2. Empower and Support Teams:
Delegate Authority: Empower your team members by delegating authority and responsibility, allowing them to grow and excel.
Provide Resources: Ensure your team has the necessary resources, training, and support to accomplish their tasks effectively.
3. Effective Communication:
Be Transparent: Maintain open and honest communication with your team, keeping them informed about organizational changes and decisions.
Listen Actively: Actively listen to your team’s concerns, ideas, and feedback, making them feel valued and heard.
4. Lead by Example:
Exhibit Integrity: Demonstrate integrity, honesty, and ethical behavior in all your actions, setting a positive example for your team.
Work Ethic: Display a strong work ethic and commitment to excellence, motivating your team to do the same.
5. Foster Team Collaboration:
Encourage Collaboration: Foster a collaborative environment where team members can share ideas, collaborate on projects, and learn from one another.
Resolve Conflicts: Address conflicts within the team promptly and diplomatically, promoting a harmonious work atmosphere.
6. Develop People Skills:
Coaching and Mentoring: Coach and mentor your team members, helping them develop their skills and advance in their careers.
Emotional Intelligence: Develop emotional intelligence to understand and manage your own emotions and empathize with your team members.
7. Strategic Thinking:
Understand the Big Picture: Grasp the broader organizational strategy and how your department contributes to it.
Innovative Problem-Solving: Encourage creative problem-solving and innovative thinking within your team to overcome challenges.
8. Results-Oriented:
Set Measurable Goals: Establish clear, measurable goals for your team and regularly track progress toward achieving them.
Celebrate Achievements: Acknowledge and celebrate both individual and team achievements, reinforcing a culture of success.
9. Adaptability:
Embrace Change: Be open to change and guide your team through transitions, helping them adapt to new processes or technologies.
Continuous Learning: Foster a culture of continuous learning within your team, staying updated with industry trends and best practices.
10. Stakeholder Management:
Build Relationships: Develop strong relationships with colleagues, clients, and other departments, ensuring smooth cross-functional collaboration.
Advocate for Your Team: Advocate for your team’s needs and accomplishments to upper management, ensuring they get the recognition and resources they deserve.
How to be a leader at Senior Level ( > 14 years of experience)
Leadership in top management goes beyond the traditional responsibilities of managing a company. Those in top management positions are expected to set the tone, inspire, and guide the entire organization.
Leadership in top management is about more than just making decisions; it's about inspiring and enabling others to achieve their best potential while steering the organization toward long-term success and societal contribution.
Here’s how people in top management can exemplify true leadership:
1. Visionary Leadership:
Strategic Vision: Develop a compelling vision for the organization’s future and communicate it clearly to inspire employees.
Innovation: Encourage a culture of innovation and creativity, fostering an environment where new ideas are valued and implemented.
2. Effective Communication:
Transparent Communication: Be open, honest, and transparent in all communication, ensuring everyone is on the same page.
Active Listening: Actively listen to concerns and feedback from employees at all levels, demonstrating empathy and understanding.
3. Empowerment and Delegation:
Delegation: Delegate authority and empower managers and employees, fostering a sense of ownership and accountability.
Support Development: Invest in employees' professional development, helping them grow and take on more responsibilities.
4. Strategic Decision Making:
Informed Decisions: Make decisions based on data, analysis, and expert opinions, considering both short-term and long-term consequences.
Risk Management: Effectively manage risks, understanding the balance between innovation and risk aversion.
5. Crisis Management:
Calm Under Pressure: Remain composed and decisive during crises, providing a steady hand to guide the organization through turbulent times.
Quick Response: Implement swift and effective crisis response strategies, ensuring minimal impact on the organization’s reputation and operations.
6. People-Centric Approach:
Employee Well-being: Prioritize employee well-being and work-life balance, fostering a positive and supportive organizational culture.
Diversity and Inclusion: Champion diversity and inclusion initiatives, ensuring equal opportunities for all employees.
7. Stakeholder Management:
Nurturing Relationships: Build and maintain strong relationships with stakeholders, customers, suppliers, and the community.
Social Responsibility: Lead the organization’s social responsibility efforts, making a positive impact on society and the environment.
8. Ethical Leadership:
Integrity: Uphold the highest ethical standards, ensuring the organization’s actions align with its stated values.
Accountability: Take responsibility for both successes and failures, setting an example for accountability.
9. Continuous Learning:
Industry Awareness: Stay updated with industry trends, emerging technologies, and best practices, ensuring the organization remains competitive.
Personal Growth: Invest in personal and professional growth, setting an example for continuous learning and development.
10. Global Perspective:
Global Awareness: Understand the global market, geopolitical trends, and international business practices, especially if the organization operates globally.
Cultural Competence: Develop cultural competence to navigate diverse international markets and workforces effectively.
11. Inspirational Leadership:
Lead by Example: Demonstrate the values and behaviors expected from employees, becoming a role model for the organization.
Recognition and Celebration: Acknowledge and celebrate achievements at all levels, fostering a culture of pride and accomplishment.
Here are the reasons why Leadership failure occurs at all Levels:
Lack of Vision: When top leaders fail to articulate a clear vision for the organization's future, it can lead to confusion and lack of direction among the employees, hindering progress.
Poor Communication: Effective communication is essential for leadership. If top leaders cannot communicate their ideas, expectations, and strategies clearly, it can create misunderstandings, demotivation, and disengagement among employees.
Resistance to Change: Inability to adapt to changing market trends, technologies, or internal dynamics can lead to stagnation. Top leaders need to be proactive in embracing change and guiding their teams through transitions.
Lack of Accountability: Failure to hold oneself and others accountable for their actions and decisions can erode trust within the organization. Leaders need to set a standard of accountability to foster a responsible and productive work environment.
Micromanagement: Overly controlling leaders who micromanage employees stifle creativity and autonomy. Trusting and empowering employees is crucial for fostering innovation and a positive workplace culture.
Ignoring Employee Well-being: Leaders who neglect the well-being of their employees, including physical and mental health, work-life balance, and job satisfaction, can lead to burnout, high turnover rates, and decreased productivity.
Ethical Lapses: Leaders who engage in unethical behavior or turn a blind eye to ethical violations within the organization can damage the company's reputation and erode trust among employees, customers, and stakeholders.
Lack of Adaptability: Leaders who are resistant to change and new ideas, and who are not open to feedback, can hinder organizational growth and innovation. Adaptability is crucial in today's rapidly changing business landscape.
Failure to Foster a Positive Culture: Leaders who do not prioritize building a positive and inclusive organizational culture can lead to a toxic work environment, hampering collaboration, employee morale, and overall productivity.
Mismatched Leadership Style: Incompatible leaders may have a leadership style that doesn't resonate with the organization's culture or its employees. Likewise, inexperienced leaders may struggle to adopt an effective leadership style, leading to confusion and disconnection with the team.
Lack of Emotional Intelligence: Leaders need emotional intelligence to understand and manage their own emotions and those of their team. Incompatible leaders might lack empathy or self-awareness, making it difficult to relate to team members. Inexperienced leaders may not yet have honed their emotional intelligence skills, leading to interpersonal challenges.
Inadequate Decision-Making: Incompatible leaders might make decisions that conflict with the organization's values or objectives, causing internal discord. Inexperienced leaders may lack the judgment and discernment necessary to make sound decisions, leading to poor choices that impact the organization negatively.
Ineffective Conflict Resolution: Incompatible leaders might struggle to resolve conflicts within the team or organization due to a lack of diplomacy or interpersonal skills. Inexperienced leaders may mishandle conflicts, exacerbating issues instead of finding constructive resolutions.
Absence of Mentorship: Incompatible leaders may not provide adequate mentorship to their team, failing to guide and support employees in their professional growth. Inexperienced leaders might not possess the knowledge to mentor effectively, depriving team members of valuable guidance and development opportunities.
Regardless of your level in the professional hierarchy, leadership is not just a role; it's a mindset, a choice to inspire, guide, and uplift others. As a beginner, embrace curiosity and a willingness to learn. At the mid-level, cultivate collaboration and mentorship. As a senior leader, lead with wisdom, humility, and a profound understanding of the power of empowering others. Remember, leadership is not about the title you hold but the positive impact you create. As you embark on this transformative journey, know that failures are stepping stones to success. Embrace challenges, learn from setbacks, and always keep your passion burning. With dedication, resilience, and a belief in your abilities, you can not only become a remarkable leader but also inspire a generation. So, lead with your heart, shine your light, and watch the world around you transform.