A manager really leads when he creates self-directed teams to work on continuous process improvement. When you encourage your team members to think about how to integrate all the actors in a process to direct them towards a common goal. And when you share with them the best way to do it, it shouldn’t necessarily be yours.

As practitioners of the principles of human relationships, effective leaders also build strategic alliances with people outside their organization. To bring out the best in others, leaders treat all people with dignity and respect.  Because they care about productivity, efficiency, and profitability, effective leaders focus on achieving results. They make decisions and judgments that affect the lives and destinies of other people, so in their pursuit of goals, they prioritize joint benefit over individual benefit.

Although work environments, products, and  services differ between organizations and workgroups, the responsibilities of any effective leader fall into four areas:

Effective leaders impart vision, set direction, and clarify expectations with their team members.

Effective leaders manage the work environment beyond the daily routine. They make decisions, delegate authority, and encourage others by creating a sense of shared responsibility.

When effective leaders help formulate the goals of their department or workgroup, they communicate challenges and opportunities to their team members. Depending on their own position of first authority, effective leaders also serve as spokespersons or liaisons between various individuals and groups in the organization of workers, middle managers, directors, shareholders, and in the case of non-profit organizations, volunteers and taxpayers.

In general, true leaders earn their position because they demonstrate the following skills:

They are team players: Demonstrate the ability to listen, accept responsibility, cooperate and communicate with others to achieve the objectives of the working group. Their attitude shows genuine respect for others and recognition of the importance of following and leading. They can follow instructions; this skill is a starting point for learning to instruct and guide others.

They are organized and can help others organize their activities. Demonstrate a high degree of knowledge of the job, competence, practical judgment or “common sense”. They are able to set priorities and discipline themselves to put the first thing first. They demonstrate their ability to encourage others to participate constructively in the conduct of work.

They succeed even if indications are not readily available. They figure out how to do the job even when the procedure is not obvious or clear. They solve problems even when unexpected obstacles arise. They are witty and creative. They are flexible and can make changes when the situation requires them.

They are motivated and enthusiastic about their work. They are optimistic and exercise the initiative. They like what they do and enjoy the challenge of responsibility. Doing the job well and on time is important to them and provides them with great satisfaction.

They get results. They focus their energy on the goals and priorities that produce the greatest reward for their organization. Their commitment to achieving tangible results creates persistence. They set a positive example of constantly pursuing the results needed for your organization to survive, grow, and succeed.

In each challenge, leaders create a positive tone and rhythm for the work environment.  By their example, they instill in others the desire to give their best.

And does your organization have real effective leaders?