Leadership Systems

By Xenia M. Szul, guest author

Is a leader defined by a person’s title?  Is a professional required to have ten or fifteen years of experience with multiple promotions in order to be viewed as a leader?  Does a leader always have a higher rank?  The answer to these questions is not a simple yes or no.

In the beginning of my career, I always thought that status was more important than anything else.  I thought that I should only emulate those with seniority and tenure.  After all, I was raised to respect my managers and elders.  In my mind, there was no doubt that a manager was an ultimate leader who was always concerned about my best interest. 

As a sales professional for over eight years, I had the opportunity to interact with a number of colleagues, mentors, managers and corporate vice presidents.  I also attended workshops, seminars and networking events where I always hoped to find a new business lead or learn a new sales technique.  As a result of these experiences, I recognized the true definition of leadership: influencing others through one’s own actions and words, while being genuine, real, and having pride and passion.  A leader also possesses the ability to connect with his team, audience, colleagues and his managers.

Recognizing the characteristics of effective leadership was pivotal in my career.  It reinforced the knowledge that my perception was not reality.  It helped me understand that effective leadership is not only who you are, but also what you do.  The well-known question “he can talk the talk, but can he walk the walk?” is critical to being an effective leader.  Anyone can stand in front of a group and facilitate a leadership workshop.  However, perhaps most importantly, can that individual influence others through his daily actions and words? Whether he is able to do so defines whether he is able to provide effective leadership.

Another important characteristic of effective leadership in today’s workplace is not only identifying talent within an organization, but also keeping the talent engaged.  It is a mistake to assume that employees leave a company because of their position or what the company may or may not offer.  In fact, employees leave managers, not the company.  That is why it is so critical for managers to also be effective leaders. 

Retention is one of the biggest challenges for any business.  And, it is expensive to hire a new employee.  Besides investing in time and resources to search for an employee, a business has to provide training, relocation expenses, a hiring bonus, just to name a few.  Rather than terminating an employee, it’s important for managers to take a step back and explore the root of the problem that the employee is experiencing.  That connection and understanding is effective leadership.  

An effective leader can successfully hold on to employees by demonstrating the following: (1) Building trust by supporting employees at all times – good and bad; (2) Arriving to work before the employee’s start time; (3) Creating a fun working environment; (4) Always showing recognition through letters, plaques, contest; and (5) Recognizing the employee’s personal and professional goals.

Working in various sales positions for a number of years has taught me a great deal about people.  I have learned that the requirements of an effective leader are not only title, experience, or rank.  Effective leadership is also determined by consistently demonstrating positive behaviors, actions and decisions.  I have learned from effective leaders who were a combination of those younger, less experienced, newer to the company, previous managers, vice presidents and mentors.  Again, it is not who they were, their title or their rank, but rather what they did and how their behavior influenced my actions.

Being an effective leader is taking your experiences, learning from them and implementing a positive change.  Although as an entrepreneur and successful sales associate I consider myself a leader, I recognize that there is always room to improve. 

I believe that striving for excellence replaces perfection.  I am a leader because I practice integrity when I represent my company.  I am a leader because when I deal with colleagues I am considered an industry resource.  I am a leader because I have observed and learned by example.  I am a leader because I always strive to better myself and the people that surround me. That’s what effective leadership means to me.