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Published on September 15, 2020

6 Characteristics of an Effective Leadership

6 Characteristics of an Effective Leadership

We all know a person with effective leadership skills when we see one. They seem to radiate a certain magnetism that turns heads when they speak. They know how to command attention with not just their words but the cadence of their voice and even their body language. From celebrities to industrial and world leaders, charismatic people can draw anyone in.

For a long time, conventional wisdom held onto the belief that you were either born with charisma or you weren’t. Psychologists believe that charisma is a mix of nature and nurture.[1] Yes, some people are simply hardwired with a more charismatic personality than others. The good news, though, is that you can learn to be more charismatic and develop such qualities if you want to become a leader.

Before we jump into those qualities, it would probably help to define what exactly charisma is.

What Is Charisma?

The word means “divine gift” in Greek. Charisma is steeped in a certain amount of mystery, but to really boil it down, Merriam-Webster dictionary defines it as “a personal magic of leadership arousing special popular loyalty or enthusiasm for a public figure.”[2] (Admittedly, that doesn’t sound like something that can be learned, but let’s hold out hope.)

It’s easy to see how “a personal magic of leadership” could be so appealing for a leader and give them a cutting edge over the competition. Having that certain “It” factor might come more innately for some than others, but everyone with effective leadership skills have at least some of it, even if they learned it along the way.

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Here are the qualities of a charismatic leader and why they’re so beneficial.

1. Adaptable

A psychology professor from the University of Queensland in Australia, William von Hippel, believes that adaptability is the number one trait that all effective leaders possess.[3] “There are clearly many qualities that enable people to be socially successful, but the fact that what works in one situation often does not work in another suggests that behavioral flexibility may be the single most important attribute for social functioning,” said von Hippel.

There’s nothing charismatic about sulking when plans don’t work out exactly as expected. Instead, charismatic leaders find a way to make lemonade with the lemons they’ve been given. This adaptability was further broken down by von Hippel into several offshoots:

  • Being quick-witted
  • Knowing how to handle subtle changes
  • Staying cool amid distraction

According to von Hippel, charismatic people may not always know the right answer to a tough question, but they have the ability to come up with alternative answers and choose what works best for the situation. They’re also in tune with what’s going on around them and can quickly modify their behavior to handle any conflicts. Among all of this, charismatic leaders are cool as cucumbers — or at least project that confidence — regardless of whatever distractions there may be.

Being adaptable allows them to close business deals and push ahead, even when things don’t go according to plan.

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2. Confident

Trust is one of the most important things for leaders to establish with their teams. When a leader is confident and not afraid to take a bold stance, it allows others to relax a little bit and stand behind that leader because they trust them. Charismatic leaders exude confidence almost without falter.

When it’s a celebrity like Bono or Lady Gaga, they call this confidence swagger as it allows them to strut across the stage like they haven’t got a sliver of self-doubt in them. Their confidence can be felt throughout an entire arena. Showing confidence isn’t always easy, but it can certainly be learned and is paramount for success. Confident leaders will always be the ones who see the glass half-full, and this sort of optimism can be a powerful motivating tool for those they lead.

3. Visionary

Charismatic leaders may respect the past, but they’re not going to be stuck in it. They have a mindset for innovation and are almost always looking for ways to improve things. It’s this sort of forward-thinking that made somebody like Martin Luther King Jr. such a charismatic leader. He had a clear vision that he was passionate about and knew how to communicate it (more on that in a second).

Charismatic leaders have clearly defined goals that they want to achieve. Combined with confidence, that can be incredibly intoxicating to other people. Next to adaptability, this may be the second most important quality of a charismatic leader, and how they go about sharing their vision often results in a strong emotional response from the listeners.

4. Determined

If the vision is the far off summit on the horizon, determination is the drive that keeps charismatic leaders pushing forward. If that vision is ever going to be achieved, then milestones will have to be accomplished along the way. Take Amazon’s vision of having a zero carbon footprint by 2040, for example.[4] In order to make that happen, Jeff Bezos and his team need unwavering determination and hit certain goals at certain points in this timeline.

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Determined leaders don’t give up when they hit roadblocks. Instead, they put their head down, adapt, and push forward. This drive to keep pushing ahead can trickle down and motivate their subordinates to work harder at accomplishing whatever the collective goal may be.

Check out this article about building strong thinking skills: How to Build Strategic Thinking Skills for Effective Leadership.

5. Great Communicator

There’s a reason why crowds will show up in droves to hear a politician speak: the most captivating politicians know how to communicate their vision effectively and clearly. Those with an especially charismatic personality often have strong beliefs and can be incredibly persuasive with both their words and body language. Simply put, they’re good storytellers.

Charismatic leaders draw listeners in with good posture, eye contact, and hand gestures to help connect their words to the audience. They articulate their words to help convey their vision and deliver their message with confidence, whether they’re speaking to an individual or an audience of 10,000 people.

Clear communication is key for the formulation of new goals and in gaining the trust of the people around them.[5]

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6. Creative

The economy is changing faster than ever, and you don’t have to look very far to realize how creativity and adaptability will drive the successes of tomorrow. So, what does it have to do with charisma?

Well, charismatic people tend to think outside the box and look for new ways of doing things. This, of course, ties into having a passion and vision. Not only do charismatic thinkers tend to be creative people, but they also challenge the status quo and take risks to turn those visions into reality. Aside from thinking outside the box, the best managers with effective leadership skills encourage others to tap into their own creativity and improve how they approach a situation.[6]

A charismatic leader rises to meet the challenges they face and view problems as opportunities for innovation. To put into perspective just how important this is, a global survey of more than 1,500 CEOs from 60 countries found that creativity was the most sought-after attribute in a leader.[7] When leaders show that their creative spirit, they come across as incredibly charismatic and inspire others to follow that creative lead as well.

Final Thoughts

The most charismatic leaders don’t just have a vision and know how to effectively communicate it — they know how to adapt to the sudden changes thrown their way and still be persuasive and motivating. The truth is, some people may be born with a little more natural charisma than others. Make no mistake about it, though, the traits of a charismatic leader can all be learned and developed.

More on Becoming an Effective Leader

Featured photo credit: Austin Distel via unsplash.com

Reference

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Jeremy Diamond

Jeremy Diamond is a lawyer and entrepreneur. He is the Senior Partner of Diamond and Diamond Lawyers, a national law firm based in Canada

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

    More Productivity Tips

    Featured photo credit: William Iven via unsplash.com

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