The 3 reasons leaders should practice transparency.

Trust-Magnify-300x300_jpg1) CULTURE OF FREEDOM   Transparency in a leader translates into a culture of vulnerability and respect.  In today;s business environment people want to relate to their leaders on a real level and sincerity is being role modeled at the top of the organization everyone tends to want to be a part of the solution.  When people know and see that the leader is human and is open to taking responsibility for his/her mistakes, the team is bound to rally around the cause and be willing to go the extra mile.  There is a sense of freedom and that will inevitably spark creativity.

2)  PERSONAL LEARNING   If we as leaders are open to ideas and constantly seeking counsel that will open the door to everyone around you wanting to learn more and improve upon their skill set.  One of the most difficult things that leaders face is creating the time and space for personal learning for themselves and within their organization.  With people being busy with business we forget that sharpening the saw is equally as important for the road ahead.  It just takes the leader to provide the space for dialogue about what they are working on and how it will help him/her improve in their role to make it a priority for all.  After all, if the leader is investing the time to improve and is open about what he/she is working on the entire organization becomes interested in prioritizing time to grow themselves.

3)  ACCOUNTABILITY   Transparency facilitates accountability.  Leaders are always setting the tone, sharing priorities, and following up on their vision.  But there is absolutely nothing wrong with a leader wanting to be held accountable by their subordinates or others.  As a matter of fact, if a leader truly wants long-term sustainable success, he/she will ask the team to hold them accountable to the standard that they are setting.  When the leader is transparent enough to ask the team to hold them accountable the message is sent that we are all in this together and we are only as strong as the team member standing right next to us. At the end of the day, accountability can be the secret sauce to a business being successful, especially if the leader is seeking and providing feedback in a transparent manner.

Great Leaders can be developed!

aundre pace

sca-leadership-banner-300x493The age old thought that great leaders are inherently born with superior leadership skills is one of great debate.  Although I do believe that there are individuals that are more gifted and natural than others when it comes to being in charge, I am also of the belief that great leadership skills can be taught, embraced, and embedded into our DNA.

Now let me start, in all transparency, by saying that we are not all created equally but we do have the ability to learn, adapt, and CHANGE.

I do want to emphasize the word CHANGE because great leaders have the ability to change based upon their environment and the needs of the business and their teams.  So how are great leaders developed??  Well, that is what many have asked and many have accomplished but I believe there are three main elements to identifying and developing future leaders.

CAN YOU HEAR ME…

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Great Leaders can be developed!

sca-leadership-banner-300x493The age old thought that great leaders are inherently born with superior leadership skills is one of great debate.  Although I do believe that there are individuals that are more gifted and natural than others when it comes to being in charge, I am also of the belief that great leadership skills can be taught, embraced, and embedded into our DNA.

Now let me start, in all transparency, by saying that we are not all created equally but we do have the ability to learn, adapt, and CHANGE.

I do want to emphasize the word CHANGE because great leaders have the ability to change based upon their environment and the needs of the business and their teams.  So how are great leaders developed??  Well, that is what many have asked and many have accomplished but I believe there are three main elements to identifying and developing future leaders.

CAN YOU HEAR ME NOW?

Leaders that have the ability to close their lips and open their ears have a much better chance of being embraced by peers and subordinates due to the fact that they are willing to learn from all angles.  Even more importantly, leaders that are good listeners will inevitably build connections and foster a collaborative environment throughout an organization.  Identifying this skill and helping individuals enhance this piece of their brand is vital to personal development because listening gives a leader an opportunity to assess, connect, and ultimately execute at the highest level.  So when developing that future manager, check to see if their ears are open and continue to put them in situations in which listening is paramount.

HOW MANY PENALTIES FLAGS HAVE THEY ACCUMULATED?

Identifying leaders that are not afraid to make mistakes is also very important to their development.  We all want people running businesses or organizations that are not afraid to make a decision and act on it!  With that comes mistakes and by far that is the best arena for learning.  You see, if a leader is comfortable acting on a strategic concept or decision that may not pan out, that individual is creating a road map and a cache of problem solving skills.  Helping leaders build on the skill set of making mistakes is difficult but necessary because someone who is courageous enough to own their mistakes, move on and learn from them is a leader that will be followed.

GOT IT COACH!

Most great leaders understand that they could never do their jobs alone or specifically, without a great mentor or coach.  This is a tough one at times because ego can definitely get in the way here and it does with everyone at some point and time.  But this is not about identifying leaders that need mentoring all the time, this should be about identifying future leaders that are ready to embrace being vulnerable enough to learn new concepts from another person that is supporting their success. If someone is willing to be open themselves up to explore possibilities via a mentor or coach that behavior and culture will resonate throughout an organization and continue to generate fresh ideas and open dialogue.

So, once again, great leaders can be built if we are willing to invest the TIME and focus to do so.  I believe that the investment in TIME to build and develop leaders for the future is an investment we should all be willing to make.