Trust paves the way for better leadership.
The best leaders are always learning. They are curious. They seek to better understand. That hunger to constantly grow is crucial in order to lead at the highest level, and a focus on relationships is a critical part of that. In this episode, Studer Education coach Dr. Melissa Matarazzo weighs in on this topic, sharing the valuable lessons she has learned as a coach while supporting leaders and partners around the country. Her approach focuses on aligning powerful leader development with effective systems of internal accountability. Listen as Melissa reflects over key lessons she has learned over the years—and how those can help leaders today lead at the next level.
This episode addresses questions, such as:
- How can leaders establish connections with new employees and begin to start building strong relationships?
- What is something leaders should not miss when it comes to relationships with their people?
- What are the hallmarks of the best leaders you have worked with over the years?
Aspiring leaders and high performers want to be held accountable to clearly defined outcomes and measures and are interested in the opportunity for greater responsibility. People who inspire and motivate their colleagues, role-model the organization's desired behaviors, and display leadership qualities are showing signs of being interested in becoming a new leader.
The way we provide feedback makes a difference in how people receive and act on the feedback. If our goal is to provide feedback to change behavior for the right reasons, we need to message our feedback in the right way.
Aspiring leaders are people that want to be developed; they are continuous learners. They thrive from an environment with opportunities to learn, grow, and improve their leadership skills. As a current leader in the organization, think about what the future needs of the organization may be.
The mid-level leader's ultimate responsibility is to ensure the strategic goals are implemented with fidelity by the teams they manage. Executive leaders decide what strategies best suit the needs of individual departments, but it is the mid-level leader who supports actions needed to achieve annual targets.