essentials for young leaders

The 5 Essentials For Young Leaders

In our previous blog, we discussed about the importance of leading self. If one knows how  to lead self, he/she will gain respect and credibility in others eyes, which is fundamental for a leader to grow. Let us discuss the five essentials for young leaders.

Realize that ego derails you:

By ego, I meant an inflated view of oneself. One tends to think too much of oneself and tries to protect that inflated balloon through his or her actions. Take for example Sirish who has to send an internal report by the 10th of every month to another colleague. On one occasion, he was bitten by ego bug and felt that the other colleague should request him to send the report and only then he would send. When the colleague did not receive the report, he naturally questioned Sirish. “You din’t ask me” was the reply from Sirish, which was not at all acceptable to the colleague. The matter got escalated to the boss who called Sirish and reminded him of his responsibility.

When he cools down and looks at the whole episode, Sirish would possibly realize how trivial the issue was. But what has really triggered this behavior If Sirish was honest to himself, he would admit that it was his ego, which derailed him. Several of interpersonal conflicts can be attributed to ego tussle. Carefully managing oneself to overcome and avoid these ego trips is an essential aspect of self leadership.

Choose the battles that you want to fight:

When you overcome the ego trap, you tend to ignore several of the trivial fights and move on to focus on something more meaningful. With such maturity, you need to develop discretion as to which issues are worth fighting for and which issues to ignore. In other words, you will refrain from being dragged into issues that you do not want to fight for. For instance, there might be a change of a policy related to office dress code. And there is another issue of deteriorating customer service in your organization. Which one will you fight for and which one will you take into your stride and move on? It is important to use such discretion to be taken seriously. If you keep cribbing and objecting  for everything around, you will be treated as a noise and disturbance. Raise your voice on issues that deserve a debate!

Choose your battle ground:

This is an extension of the previous one. Once you used your judgement to raise an issue, it is useless to keep airing your views in the corridor or on the lunch table. Use the right forum to express your views. Otherwise you will be seen as a loose talker and trouble creator.

Arrest opinions and fixations:

This is a terrible habit for a young leader to inculcate. If you tend to be too judgmental and form opinions on everyone around you too quickly, then you need to arrest this tendency. A true leader has to look at everyone around without any prejudice and bias. Quick opinions and fixations act exactly the opposite way. Without your knowledge, you end up passing loose comments about your colleagues. Such tendencies encourage statements like “Oh… that lady! She cannot understand what I speak”, “That guy has attitudinal issue, cannot perform”. A good leader needs to see how he or she can help others realize their potential.

Focus on value addition and results:

Finally the most essential perspective for young leader is to focus on results and not on activities. Some people claim how hard they are working. However, organizations recognize your leadership potential only when you strive to add value and deliver good results.

Sit back and reflect on where you stand on these five essentials for young leaders!

Article – “Five Essentials for Young Leaders”
By: Dr.Raj, 
Published in HR Mirror, Hans India.
Follow Dr.Raj on Twitter @drraj29

 

HappC
To know more click on this link: http://www.happc.in/

Related Posts

25

Feb
Blog, HR Consulting

7-Parameters for Building Performance-Oriented Organizations

As a strategic HR partner, we are about to complete two performance cycles using a performance management system that we designed and implemented at one of our manufacturing clients in 2019.  From a stage of people’s reluctance to the process to voluntarily asking us when are we initiating the goal-setting process, has been yet another phenomenal journey […]

23

Feb
Learning and Development

Behavioral Training for Managers/ Supervisors is not an option but the need of the hour- Part 2

Continuing to the first part of the blog, let us discuss the next three key aspects. ROI of such an Initiative Often companies complain of talent shortage, lack of skilled resources, cost of selecting – hiring, and onboarding a resource. All this can be significantly saved if you train the resource for the right skill set. Overtime[…]