We’ve probably all been in a situation where you were “led” by someone who didn’t seem fit for the role. There are multiple reasons why we don’t see leadership qualities in certain people, all of which usually speak to their credibility. In this edition of Thrive in Five, we explore leadership credibility and the steps you can take to make sure you’re portraying yourself as a leader in others’ eyes.
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Great leaders naturally persuade others of their leadership capabilities. AllBusiness.com identifies 9 ways to build credibility as a leader:
- Respect – In order to be a leader, or really just as a human being, you have to give respect to get respect.
- Trust – Those who follow have to trust their leader, and those who lead need to show trust in those who follow them.
- Loyalty – Great leaders show that they’re committed to those who support them.
- Accountability – If you make a mistake or say you’re going to do something, own up to it or stick to it.
- Work Towards Goals – It’s hard to follow someone who doesn’t have a direction to lead. Having a goal gives you and your team something to work towards.
- Act – Actions speak louder than words. Show your credibility by showing you know what you’re talking about by actually doing it. Be the example.
- Be an Expert – Demonstrating expertise is a sure way to prove your credibility on a certain topic, which is a great step towards building credibility as a leader. However, being a subject matter expert doesn’t automatically make you qualified to be a leader.
- Keep Learning – Nobody knows everything. Great leaders understand this and continue their knowledge journey. They are also happy to share their knowledge.
- Be Honest – It’s no secret that lying is a sure way to blow your credibility.
Lastly, we’d like to add one of our own tips that we’ve picked up from experience:
Have you ever had a manager who reacted in a supportive way one time and then unreasonably another time? Or maybe you were “scolded” for something that your co-worker wasn’t? After that, you were probably walking on glass around them since you had no idea how they would respond. It’s hard to trust your leader when you can’t reasonably understand and predict their reactions. As a manager, being consistent helps prove your credibility and allows people to follow and support you without hesitation.
Apply the Five!
Progress is made in small steps. If you’re reading this Thrive, it’s a good guess that you probably want to know how you can improve your credibility, or you want to see if you’re a credible leader.
Well, there’s always room for growth, even for the best of us! So our “Apply the Five” for you this time is to pick 1 or 2 of the tips above to work on . We’ve developed an Action Plan template that you can access at the link below. Feel free to print it out and complete, and keep at your desk or with your computer to remind you to stay accountable (one of the qualities of a credible leader)!
Learn How Evans Thrives!
What better way to inspire you to thrive than to hear about real people making it happen? And what better way to learn about Evans than to make those real people Evans employees and partners?
Meet Jack Moore!
Like many of you, I have children, two teenagers, that commandeer much of my “free” time. I really enjoy my time with them, although much of it’s spent in the stands at their various sporting events. As soon as we became parents, my wife and I realized we had to be consistent with our parenting approach, not only between the two of us, but also between the two kids. Any chink in that consistency armor was sniffed out and exploited to no end, frequently leading to a “that’s not fair – life’s not fair” exchange I’m sure many of you have experienced. Being consistent requires increased communication and coordination that slows some decisions down, but ultimately helps reduce the number of tears shed in the Moore household.
While inconsistency at Evans hasn’t resulted in the same tears I’ve experienced at home, it clearly can be just as damaging. There were times, hopefully all in the past, where our Executive Team members were inconsistent in how we approached a situation and, being who they are, Evans Nation let us know. Like the Moore household, we had to increase communication within our team and better coordinate outside our team. Inconsistency pops up every now and then, so we’re still working on it, but, informally, I have heard that incidences of “that’s not fair” are down.
Until Next Time…
Evans’ Talent Engagement Team
(Kaitlin Hurley and Nicole Anderson)
(This image was adapted from a commonly shared internet image.)