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  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

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    Belinda Maybury.

    Sheldon Commercial Interiors

    "The support and customer service from intelliHR and Customer Success Manager, Glenn has been phenomenal."

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Leadership | 5 min

Why leadership skills are important for managers

Why leadership skills are important for managers

Promoting any team member to their first management role is often regarded as the peak of recognition, but leadership isn’t a responsibility that should just be freely bestowed to anyone capable of reaching their KPIs. Employees with real management potential can not only achieve their own goals but also inspire others to do the same, even when it’s not required of them. It is important that organisations have processes to carefully identify and nurture this leadership potential when it is displayed.

 

How to spot leadership potential

There are a number of ways we can identify leadership potential within current employees, to determine who is best suited to future management opportunities. Employees with strong leadership potential may display the following behaviours:

 

They are willing to help others

Employees who go out of their way to guide team members when it is not required of them have a genuine interest in helping others succeed.

 

They set SMART goals – and achieve them

Leaders must be able to give their team direction, so being able to set valuable goals and achieve them consistently is an important skill for future leaders to have.

TIP: Track goal progress with Goals Analytics

 

They are calm under pressure

Individuals who can work with limited resources or under tight deadlines will have the best chance of guiding their team confidently through any obstacles that arise. Leaders who are able to overcome challenging situations inspire confidence in teams and ensure the best outcomes can be reached in any circumstances.

 

They are reliable and consistent

While unfaltering consistency and reliability is not essential for every single role, it is absolutely essential for those managing a team. Employees who are organised and predictable in their work habits will typically have the best chance of keeping their team on track and ensuring organisational objectives are achieved.

TIP: Track which individuals are completing their tasks on time with Task Analytics.

 

They are good communicators

Finally, natural leaders are always sharing vital information with their team and know how to communicate effectively with different people. They know how to listen, show empathy and can provide honest feedback when needed.

 

But remember, leadership isn’t for everyone

Some employees may not want to become managers, and that’s okay. Reasons for this could include:

  • They love being heavily hands on in their work and don’t wish to spend time coaching or overseeing team members.
  • They don’t aspire to be in a position of extended power or responsibility and prefer to let someone else take charge.
  • They lack the soft skills it takes to lead a team but are really good at their day-to-day role.

Not everyone desires a leadership role, but for those who do want to pursue a leadership role, there are ways we can identify existing leadership skills and develop further skills in the right people.

 

How to develop leaders

Sometimes, individuals who really desire a leadership role may not display all of these traits right now, but with commitment and the right training, many of these skills can be developed.

Here are some steps you can take to help your people develop leadership skills:

  • Foster a culture where entry-level employees have permission to go ‘above their rank’ and provide feedback, input or assistance to their superiors where appropriate.
  • Set realistic organisational-level goals and ensure people have the resources to achieve them.
  • Ensure every employee has access to a tool to set and track shared goals with their team.
  • Use a tools like Slack or similar to help employees communicate efficiently.
  • Provide all leadership hopefuls with a test to measure their emotional intelligence and offer assistance to develop this further if required.

Learn more about the skills leaders need in today’s workplace, with our next post – What skills do leaders need today?

 

People Management | 5 min
7 stats that will change how you look at performance reviews
If you’re a HR professional or business leader, you would know that more often than not, standard processes like performance reviews can be underestimated as an overly time consuming, reactive, box-ticking exercise that does...
HR Technology | 15 min
The intelliHR guide to future-proofing your organisation
In today’s landscape, business transformation is not only inevitable, it’s vital for organisations to survive. Businesses that foresee disruption and adapt accordingly will be able to survive and gain competitive advantages. If you are...
Employee Engagement | 5 min
These 7 stats will make you rethink employee engagement
Key take-aways form this article: Engaging employees is key for a productive workplace, organisations with low engagement have high absenteeism and poor work quality. The contribution given by your employees is dependent on their...

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