Here are some excerpts edited by LEI on this relevant topic
by Paul Crosby, TheUcommonLeague.com, in his article:
As we redefine what it means to be a leader, people are seeing the difference between someone who inspires and someone who has a fancy job title. If companies want leaders in management, they will need to look for employees that can coach and motivate coworkers, not just those who get the most sales or who have been in the job the longest.
Increased remote work and flexibility means managers need to build autonomy and trust because their job won’t be to monitor their team members all day. All workers are looking for leaders to learn from, not be micromanaged by.
Leaders Need to be Change Managers
One of the main features of today’s leaders is that they can handle change and guide employees through uncertain times. They serve as change managers and inspire teams to work through change on their own.
When companies treat change as though it is a new process that can easily be installed, they don’t take into account the human elements of change and challenges. By investing in implementation, companies can focus on the human objectives and how they are introducing change and how employees are adapting to it. While leaders and company influencers may drive change, every employee has to face it and navigate change as the workplace evolves. By better preparing the entire team, more people can handle change well and even lead the company through it.
Leaders Emphasize Continuous Professional Development
If there are two employee traits that can make teams more resilient and prepared to handle change, they are curiosity and eagerness to learn. Curious employees want to grow and find answers, and eager learners are always looking at what is ahead.
Training for the sake of training isn’t an option. The learning needs to be relevant and effective. Employees want to learn something that they can actual use.
Through continuous learning, employees are able to see how their skills pay off and, in turn, will seek out more development opportunities so they can continue to apply their knowledge and become more effective.
Good Teams Can Inspire Great Leaders
Good teams can inspire leaders at all levels. When employees feel supported and challenged, they try to rise up to their best selves. This means that good hiring and team-building are more important than ever.
Place value in skills-based hiring, rather than hiring based on credentials. Instead of demanding levels of education and experience, focus on what candidates can do. This allows teams to hire for their futures and to challenge existing employees to continue to grow their skills and abilities.
When it comes to recruitment, involving your entire team collaboratively in the recruitment process can be of tremendous value, rather than just using HR teams and managers.