Leadership traits that get results

There was once a leader was to be the so-called alpha male - the stereotypical hard-charging, steam-rolling, corporate warrior, workaholic. But what about today's leaders?

Robert McGarvey outlines seven desirable traits of a leader today in an article in American Way Field Guide Magazine entitled to the new CEO. These are the leadership traits that get results: First of all, they are humble and "project a strong and genuine sense of personal modesty" with room for arrogance and ostentation. The rates are inclusive, are open to the contributions of their employees when making decisions and work to build consensus rather than issuing edicts. "They are masters at motivating others to rally around shared objectives." Today's leaders are open-minded, in that they must be "able to build trust between (global) geographic boundaries." Are intimate from the standpoint of being more accessible and personnel. They do not stay in their ivory towers, but they are accessible and involved as many customers and employees as possible. The great leaders of today are values-oriented. Today people "want to work for companies that are values-based and leaders who want to lead by example." The bottom line profit can no longer be the only consideration behind all business decisions. Today's leaders are empathetic, living the Golden Rule, treating employees and customers, as they themselves want to be treated. And now the leader is absolutely honest. No more of "fake diplomas, invented sales figures, and criminal convictions that have undermined dozens of CEOs in recent years."

Fiener Michael, a former PepsiCo executive, is a good example of a leader who has shown strong leadership behavior that his employees wanted to emulate. He embodied McGarvey list of desirable features and has also been described as "fair, straight-forward, ethical and demanding -. But He was compassionate values, norms and role model." Many of Fiener ward have continued to manage human resource departments in companies such as Dell, Microsoft and Sears. "A great leader does not need a larger-than-life person, and leadership is not composed of heroic gestures and brilliant insights," writes Feiner in his book, The Feiner Points of Leadership. "It is rather old fashioned and unglamorous work of building relationships, being committed to the success of employees and taking them into account." He inspired and encouraged his employees and he kept them, as well as himself, responsible to the level of performance.

Feiner says that ninety percent of leadership is hidden below the surface. How can we believe your company's mission / goal is important and challenging employees with the same faith. They create high expectations, challenging employees to be better than they thought they could be. Feiner cared as much about the success of its employees as he made his own and showed it by giving of his time, advice, attention, coaching and feedback. He got to know his people, treated them as individuals and believed tough love was a demonstration of his commitment. "People respond when they believe that the person they're working to be authentic," said Feiner. "People need to feel that they have a connection with someone who is real -. Good and bad"

Would not you like to have a boss like that? You can imagine how it would change the culture of the organization? Each area of ​​the organization would be affected - turnover, employee satisfaction, sabotage, theft - all things that affect bottom line profitability.