Leaders May Be Born, But They Can Also Be Developed

Leaders-what are they? Do leadership qualities come naturally or can they be created? This topic has been discussed for many years. The debate goes on. For sure, everyone wants to be a leader.

By Mary Bresnahan
the Bresnahan Group

Several competencies are involved with leadership, including the following:

• Intention - A leader asserts himself, accepts the consequences of his actions and adapts his behavior to the situation as required.
• Responsible - A leader creates his own reality. A leader looks to develop others and is more concerned about their success than his/her.
• Service - A leader looks to serve others' interests more than his own and focuses on a higher a purpose and how he can better serve. To some, this means results-oriented but for a leader the "end does not justify the means."
• Follows - A leader must also be a good follower. Sometimes this is being a team player and letting someone else take the lead while the leader supports the process and the outcome.

For many, leadership qualities come naturally; others, with some guidance and training, they can become good leaders. Core values are needed: knowing the difference between right and wrong, ethics, integrity, trust, honesty, selflessness, to name a few.

How many times has a person been moved into a management role because he is very good technically at what he does but is not a good leader? Probably far too often. What can be done?

A couple techniques can be used. If you have the sense that someone could be a good leader, because of his conduct and competencies, both technically and with dealing with others, begin the "grooming" process immediately. If someone has been moved into management be sure that he is supplied with training and coaching, as soon as possible.

Request that someone who is already a good leader coach or mentor the person who is new to the ranks. Have them read articles and books about business and leadership. Provide a series of workshops to attend and then provide opportunities to apply what has been learned on the job.

Keep in mind that short workshops do not cause behavior changes. (The core competencies and values still need to be present.) Design a program that includes a series of workshops that are attended over a period of time.

Some of the topics that should be included are understanding individual behavior styles; communicating effectively; listening; handling conflict; effective interviewing; learning about the law; coaching; managing change; time management; team building; developing effective groups; motivating others; how to be resilient under stress; problem solving; decision making.

We take many things that we take for granted in the business world, believing that some things are easy or unimportant to teach or give guidance on. A couple are communicating effectively with others and interviewing. Remember, finding good people for your organizational structure begins with the hiring process. It is important that everyone does the best job to ensure success later. In addition, once you have hired someone good, a good leader makes efforts to keep that person.

Also keep in mind the entry into the workforce of Generation Y'ers (born between 1979 & 1994), whose demands will make it even more important to demonstrate leadership skills. The traditional management model will not be successful and if used solely will cause conflict and lost productivity.

Y'ers are looking for a challenging environment; flexibility; a supervisor who knows his staff; mentoring; a supervisor who is a team player; being respected; frequent feedback, especially when they have done a good job

Leaders do not come by closing your eyes and wishing very hard. There is work in developing a leader. It can be done and anyone who wishes to put the effort into the process, and is a good leader, will have successful results.

This article appeared in the Jan. 14, 2002 edition of The Business Ledger, a weekly business paper.

Mary Bresnahan, president of the Bresnahan Group, a Wheaton consulting firm specializing in providing solutions to people issues.

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