Accountability allows your followers opportunities to become more efficient and creative. Leaders should also define what employees are accountable for, set and cascade goals, and infuse accountability in employee development. For instance, leaders might openly communicate their initiatives and use public, objective metrics to evaluate their progress. Accountability starts with leaders who must hold themselves responsible. Top-down, mandated responsibilities don't cultivate ownership or trust - but a culture of accountability creates personal ownership and intrinsic motivation. Leaders should determine the best way they communicate, then learn how others communicate best. People need to be listened to and listen themselves - and communication enables meaningful connections. Excellent leadership communication is about far more than conveying ideas: Leaders should ask questions, listen actively, and fuel a culture with streamlined information sharing and informed decision-making. The best leaders don't go it alone: They use coaching and development to get the tools and support they need. To excel, leaders should take steps to sharpen their attentiveness, critical thinking skills and self-awareness. They know that success requires establishing the goal, understanding risks, organizing thoughts and devising a comprehensive, multifaceted plan for execution. Great leaders are in a never-ending pursuit of information - constantly striving to learn and solve problems. That inspiration shows people why their contributions matter and energizes them with a deep sense of meaning. As a leader, your words and actions should reflect your greater mission and vision for the future and the purpose-driven promises you make to the people you serve. People thrive in a positive and encouraging environment that conveys purpose, celebrates accomplishments and recognizes each person's unique importance. Whether you're a CEO, team leader or entrepreneur, Gallup's science uncovered seven universal behaviors that directly affect performance and big-picture outcomes. Just as importantly, leaders must provide a supportive environment that encourages people to develop great ideas and new efficiencies. Leaders should model desired behaviors and challenge people to take responsibility for change: Display the commitment you want followers to emulate. Only leaders can provide a compelling vision that motivates employees and clarify how they're expected to propel growth. Driving change is a shared responsibility that starts with leaders. Leaders should use research-based employee development interventions that improve employees' skills and the employee experience. Leaders must prioritize ongoing development for every individual in their organization - by investing in their direct reports and creating a culture of development where managers are trained to be coaches. Development should be constant for leaders and their followers. By creating meaningful connections, leaders drive outcomes - from team-level engagement to learning, creativity and innovation. They recognize and celebrate each individual's value, experiences and strengths. Great leaders build genuine connections and trusting relationships with their peers, followers and networks. Relationships are fundamental for leaders - they need to encourage others to feel a commitment to the human being who is leading them. In fact, these seven behaviors apply to many roles - they are crucial behaviors that define a high-performance workplace.ĭoing these seven things well can be the biggest differentiator between average leaders and exceptional ones - which is why Gallup recommends that you make them central to your leadership development.
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