Six characteristics of a Good Leader

 

Leadership is a diverse topic, and there is an enormous literature that surrounds it.  Social media abounds with “insights”, to the extent that I have recently begun reflecting on what I have learnt about leading over the last 30 years in the work force. Not much seems to be new!!

 One dominant theme in the social media is an attempt to describe good leadership.  The following is an older contribution from Schmertz and Novak on the topic that seems to cover much of what is advocated in more contemporary contributions.

A good leader

• is always willing to do the dirty work.  He'll sweep out the store if that's what's required to make a project succeed.  If everyone on the team has to make a sacrifice, he'll set an example for others to follow.
• isn't afraid to hire people who are smarter or more creative than himself.  He knows that if he goes to the usual mediocre sources, he's going to end up with the usual mediocre results.  A real leader can harness the energy of creative people in a way that will enhance the entire enterprise.  Since most people "per se" are mediocre, the true leader can be recognised because, somehow or other, his people consistently turn in superior performances.
• is enthusiastic during tough times.  Leaders who constantly complain about a bad situation can rarely motivate the troops and help them to overcome adversity.  In a crisis, optimism and confidence are even more important than experience and intelligence.
• has vision.  In our experience there are two kinds of leader - the "lets-not" and the "why-not".  When times are tough, the lets-not prefer to retreat, to stay with the familiar, to avoid taking risks.  The why-nots, on the other hand, are open to fresh ideas and bold possibilities.  If the old answers don't work, they're willing to experiment with new and unconventional solutions.
• is tough - a quality that has less to do with personality than with character.  It's not that the tough leader is abrasive, or uncaring, or insensitive.  It's simply that he's willing and able to make the difficult and unpopular decisions - and live with their consequences.
• holds a set of philosophical principles that guide him when it comes to specific issues.  Rather than making decisions on an ad hoc basis, he has formed some conclusions about the basic objectives of the organisation and about how those objectives should be reached.  By the same token, he knows that the long-term health and survival of the organisation must take precedence always over short-term gains.

See:  Schmertz H and Novak W (1986)  Goodbye to the low profile.  The art of creative confrontation.  London: Mercury Books