If you’ve been in the workforce long enough, you have likely worked with some really great leaders. They may have been your boss or someone in the company you aspire to be. These exceptional leaders often leave a lasting impression, and their workplace leadership skills are ones you try to emulate yourself.
Witnessing these great leaders showed you concrete and tangible real-life examples of leadership behaviors. That’s the great thing about real-life examples: they provide context that helps you see how a leadership concept or skill is relevant to a specific situation. That’s why this article is dedicated to four real-life examples of leaders just like you demonstrating their leadership skills in the workplace.
In the face of unexpected market changes caused by a global pandemic, the CEO of a training company that at that time only offered in-person, highly interactive, and participatory experiential learning employee development and corporate events had to pivot quickly. Rather than sticking to the existing business plan, they swiftly re-evaluated the company’s strategy, recognizing the old business model and in-person experiential learning solutions would no longer work, and they had to move to virtual products to survive.
The CEO initiated a rapid digital transformation, reallocating all resources to building new experiential learning programs online. Their ability to pivot, make quick decisions, and lead their leadership team through uncertainty not only allowed the company to survive but also positioned them for growth with a larger portfolio of learning solutions that have the same experiential component that can be delivered in-person, online, or a combination of the two.
A seasoned manager at a software company recognized the untapped potential a junior developer on their team had. Instead of delegating more work as they were quick and efficient, the manager decided to take on the role of a coach to nurture their employee's skills and help them grow. They started their coaching journey by scheduling regular one-on-one meetings with the employee, where the manager asked questions regarding their career aspirations, strengths, and where they could use some help.
With this information, the manager tailored their approach to align with the employee’s career goals, offering guidance, feedback, and resources to help their development. Through these ongoing coaching conversations, the employee expanded their technical skills, built their confidence, and learned new skills to help them step into a leadership role.
A manager in a manufacturing company facing supply chain disruptions due to loss of production of components overseas understood the importance of keeping their team motivated while navigating change and challenges. They started by acknowledging the current reality they were facing and empathizing with the added stress and uncertainty the team faced.
To overcome this, the manager started weekly team meetings to keep everyone updated about the evolving situation and to collaborate on possible alternatives and solutions together. When together, the team would celebrate small wins and recognize each other and their collective adaptability and resilience. Moreover, the manager would start each meeting by reviewing their team goals and reminding everyone how their work contributes to the company’s larger mission. The manager’s approach during the turbulent time helped the team stay focused, united, and aligned to finding creative solutions as they navigated these new challenges together.
The head of the sales team for an insurance company knew it was time to address a sensitive issue with a sales rep who was consistently underperforming. The sales leader approached the performance conversation by preparing their thoughts. They scheduled a private meeting with the sales representative and began to share their concerns regarding their performance. The sales leader used active listening skills to understand the rep’s perspective, which uncovered some personal challenges they were facing that impacted their work.
While addressing their performance issues, the head of sales used specific examples and sales reports to provide constructive feedback. In addition, they highlighted the impact of their performance on the team and company goals. Throughout this challenging conversation, the head of sales maintained a calm and supportive demeanor, emphasizing their commitment to seeing them succeed and overcome their challenges. By the end of the conversation, they had a performance improvement plan in place. This all was possible because the head of sales had the courage to have a difficult conversation and do so with empathy and professionalism, which led to a positive outcome.
Leadership is not a static skill; it evolves with changing workplace dynamics and societal shifts, requiring leaders to continually evaluate and upgrade their leadership skills. One way to feel more prepared and confident as a leader is to enroll in leadership training that provides you with access to current theories, best practices, and cutting-edge strategies. So, no matter if you’re new to leadership or have been a leader for many years, you’ll benefit from an opportunity to gain valuable insights, tools, and frameworks that can be found in a leadership development program.