Many books have been written on Leadership. I haven’t read most of them. But that does not mean I haven’t worked for and with both good and bad leaders.

Based on my observations from a combination of working in both small private and Fortune 100 NYSE corporations, and as a consultant to industry executives over the last 20+ years, I would like to offer my readers, a profile of an outstanding leader.

Vision:

A great Leader must provide a simple, clear and optimistic picture of where the organization is headed, namely, its Vision. It must be succinct, clear and frequently communicated by the Leader both publically and privately. It must make sense, yet be emotionally charged and energizing. People must clearly recognize it as relevant to both their own and the group’s best interest.

Decisiveness:

Participative management notwithstanding, whether folks agree with a decision or not, a decisive Leader generates the most respect. In fact, research has shown that decisiveness is the single most admired characteristic of a Leader.

Rapid and Accurate Problem Solving:

There is little that can erode confidence in a Leader more than that Leader’s confusion as to what the problem is and how to work their way out of it. Followers appreciate rapid and accurate assessments and succinct repair plans.

Energizing:

Closely related to Rapid and Accurate Problem Solving is the ability of a Leader to get things moving when the organization has become lethargic or bogged down.

Relevant Experience:

Leaders who have come up through the ranks are more respected. The perception is that they have the ability to better relate and understand both the situations and people at the lower echelons in the organization. They recognize that these people are the “Drive Train” that keeps the organization moving forward. If a solution doesn’t work for them, it won’t work for anyone.

Insight:

The ability to cut through all the extraneous clutter and focus in on the one critical issue that needs to be addressed first. This is slightly different than the Rapid and Accurate Problem Solving factor, which is more related to crisis situations.

Clear Headed Thinking:

… particularly in a crisis.

Care:

A great Leader has to demonstrate to people she/he sincerely cares about them, their families and their future. Selfish motives are quickly recognized by followers. Hypocrisy is not as quickly revealed, but eventually shows its embarrassed and humiliated face.

Field-Proven, Sound Judgment:

Followers are more likely to respect someone who has been through a major struggle and survived based on their instincts, judgment, brains and resourcefulness.

Visibly Engaging and Listening:

Followers need to see their Leaders in real time and know those Leaders are not fearful of mingling, engaging and, most importantly, listening.

Final Thought:

Not all managers in your company are, or will be, great Leaders. Not all managers need to. But all managers must periodically lead to one degree or another and, in such a role, they must act as highly visible examples of your corporate values, its culture and expectations.

As a CEO you might consider asking yourself the degree to which each individual manager is managing, leading and setting the example you want – and if they are not, what you are going to do about it. A great Leader would not do nothing.

Remember, your followers are consciously measuring you against the same 10 factors listed here. If you fail to behave and model these Leadership characteristics you leave yourself strategically vulnerable to those of your industry competitors that do.

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Copyright The QMP Group, Inc. 2015   All Rights Reserved

Jerry Vieira, CMC is President and Founder of The QMP Group, a Portland, OR based management consulting firm specializing in Market Strategy and Marketing & Sales Organizational Transformations. Jerry can be reached at 503.318.2696 or Jerry@qmpassociates.com