If You Have These, You Are A Next Level Leader – Part 2

You’re highly perceptive 

Have you ever had to send someone home early on a work day no questions asked? A team member walks in and you “can see” that they aren’t in the right frame of mind. Or in restaurants where everyone is seated for food and drinks but beneath the surface a waiter picks up on their needs e.g. couples are in their own world so they get great service and more privacy (little interruption) etc.

Emotions are contagious

Keeping with the same example from part 1, perceptive skills help us identify that anger outbursts affect the teams. The resulting emotions would have derailed all the good work we could do with the teams. If the waiter keeps interrupting the couple, their inability to read the room could cost them their tips and return customers. If the leader is more focused on keeping everyone at their desk, they risk arguments, low morale and unpleasant day for everyone. In all these cases, a high level of perception into the emotions of others in our shared environment is at the core center.

All next-level leaders place value in understanding how important information is passed on both verbally and non-verbally. Body language, tone of voice, facial expressions and posture are all non-verbal cues we give when communicating. With great perception comes a deeper look and understanding of all these and how they will affect our relationships and the bottom line. 

To build up our perceptions skills, we have to incorporate the following:

• Reading the room: Pick up on the mood of the room e.g. how they are seated (alone or in groups), listen and observe.
• Demonstrating our accuracy: Get feedback. Asking follow-up questions is a good place to start e.g. when someone says they are fine although you can tell they’re not, say something like “It looks like you’ve got a lot on your mind. Did something happen?”
• Being service-oriented: Meet market needs by showing concern, understanding client needs, expectations and accurately understanding of their satisfaction levels.
• Showing organizational awareness: Understand how things get done, navigate office politics and work within the organization’s culture.

You’re able to manage different relationships

Would you consider your coworkers your friends? With your friends, is your personality and leadership style the same as at work? You have to courteous and friendly with the people you work with and treat them with respect. However, next level leaders understand how to harness the power of the friendliness to foster collaboration within the organization.

I’ve shared my expertise coaching leaders that received promotions and had to manage their peers and friends. It is a sticky situation managing the transition, your emotions and your teams’. Conflicts will usually arise when leaders are unable to manage their emotions. Tips to better manage your relationships include:

• Put in the work: Work relationships, like all other relationships, take work, time and effort. Be willing to learn, lead and relearn where necessary.
• Talk it through: There are conversations that will need to be had. Study up on effective conflict handling and ensure clear communication.
• Develop others: Identify star performers, recognize individual competencies, offer feedback, remove barriers, involve them in decision making and offer up opportunities to grow.
• Be proactive in building bonds, expanding your network and share goals
• Be inspiring: Give them a shared goal to run towards, become a role model who sets standards and lives by them.