qualities of a good boss essay

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Sample toefl multiple choice essay – qualities of a good boss, the question.

The people we work with have many different characteristics and all of them affect the quality of our time at work. Of the following, what do you think is the most important quality for a boss or supervisor to have?  

• a serious attitude about their work
• a lot of related experience
• a tendency to always tell the truth

You may choose more than one. Use specific details and examples in your answer.

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The Sample Essay

          People today spend an enormous amount of time at their workplace, and how much they enjoy that time really depends on the attributes of their supervisor. I am of the opinion that there are two main characteristics of a good boss, which are his attitude and his experience. I will explore these two factors in the following essay.

          First of all, we are more likely to learn from a supervisor who is very experienced in their field.  When we are just starting out in our career we absorb new information like sponges, and even older workers can learn from supervisors who have a lot of related experience.  My own personal history is a compelling example of this. When I began working as a teacher ten years ago, my supervisor, Simon, had been working in education for more than ten years.  I was just out of college and knew very little about creating effective lesson plans, engaging with students or even how to complete my paperwork. Simon took the time to show me what he had learned over the previous decade, and therefore I was soon able to keep up with my office mates.  In contrast, when I moved to a new school earlier this year, my supervisor actually had less experience teaching than I did. Moreover, when I struggled with certain aspects of my job, he couldn’t suggest ways to improve. As a result, my professional development slowed down.

          Secondly, a serious boss is more likely to maintain a positive office environment.  This is because they encourage the people under them to act professionally. For instance, my sister once told me that her first job was difficult because of how toxic her office was.  Workers often gossiped, tried to avoid doing their duties and even arrived late. This was acceptable because most of the supervisors in the firm behaved in the exact same way. My sister was miserable because she prides herself on her diligence and her ability to complete her tasks with care and enthusiasm.  If her bosses had been more serious, this would not have happened.

          In conclusion, I believe that experience and seriousness are the hallmarks of a good supervisor.  This is because we can learn a lot from a knowledgeable boss, and because employees strive to emulate a supervisor who acts with professionalism. (387 words)

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• Published December 1, 2023
• 9 Minute Read

12 Characteristics of a Good Leader

Leaders shape our teams, organizations, communities, and world.

We need good leaders to help guide us and make the essential decisions, big and small, that keep things moving forward.

Our society is usually quick to identify a bad leader, but how can you identify a good one? What would most people say are the qualities of a good leader?

What Good Leadership Looks Like

Based upon our decades of research and experience working with leaders at thousands of organizations around the world, we’ve found that the best leaders consistently possess certain fundamental qualities and skills. Here are 12 essential leadership traits.

12 Essential Leadership Qualities

• Self-Awareness
• Communication
• Learning Agility
• Collaboration

TIP: Download an action guide & summary of these essential characteristics of a good leader in PDF format to keep this list of leadership qualities at your fingertips as a reminder.

1. Self-Awareness

While this is a more inwardly focused trait, self-awareness and humility are paramount qualities of leadership. The better you understand yourself and recognize your own strengths and weaknesses, the more effective you can be as a leader. Do you know how other people view you and understand how you show up at work and at home? Take the time to learn about the 4 aspects of self-awareness and how to strengthen each component.

Treating people with respect on a daily basis is one of the most important things a leader can do. It helps ease tensions and conflict, fosters trust, and improves your effectiveness.  Creating a culture of respect  is about more than just the absence of disrespect. Respectfulness can be shown in many different ways, but it often starts with showing you truly value others’ perspectives and making an effort to build belonging in the workplace — both critical components of supporting equity, diversity, and inclusion.

3. Compassion

Compassion is one of the most powerful and important acts of leadership. It’s more than simply showing empathy or even listening and seeking to understand — as compassion requires leaders to act on what they learn. After someone shares a concern or speaks up about something, they won’t feel truly heard if their leader doesn’t then take some type of meaningful action on the information, our researchers have found. This is the core of compassionate leadership , and it helps to build trust, increase collaboration, and decrease turnover across organizations.

Motivating others and garnering commitment are essential parts of leadership. Purpose-driven leaders ensure they connect their team’s daily tasks and the values of individual team members to the overall direction of the organization. This can help employees find meaning in their work — which increases engagement, inspires trust, and drives priorities forward. You’ll want to communicate the vision in ways that help others understand it, remember it, and go on to share it themselves.

5. Communication

Effective leadership and effective communication are intertwined . The best leaders are skilled communicators who can communicate in a variety of ways, from transmitting information and storytelling to soliciting input and using active listening techniques . They can communicate well both orally and in writing, and with a wide range of people from different backgrounds, roles, levels, geographies, and more. The quality and effectiveness of communication among leaders at your organization will directly affect the success of your business strategy, too.

6. Learning Agility

Learning agility is the ability to know what to do when you don’t know what to do. If you’re a “quick study” or are able to excel in unfamiliar circumstances, you might already be learning agile. But anybody can foster and increase learning agility through intentional practice and effort. After all, great leaders are really great learners.

7. Collaboration

The most effective leaders can work with a variety of colleagues of different social identities , locations, roles, and experiences. As the world has become more complex and interconnected, good leaders find themselves spanning boundaries and learning to work across various types of divides and organizational silos. When leaders value and embrace collaboration, whether within their teams or cross-functionally, several benefits arise — including increased innovation, higher-performing teams, and a more engaged and empowered workforce.

8. Influence

For some people, “influence” may sound unseemly. But as a leader, you must be able to influence others to get the work done — you cannot do it all alone. Being able to persuade people through thoughtful use of appropriate influencing tactics is an important trait of inspiring, effective leaders. Influence is quite different from manipulation, and it needs to be done authentically and transparently. It requires high levels of emotional intelligence and trust.

9. Integrity

Integrity is an essential leadership trait for the individual and the organization. It’s especially important for top-level executives who are charting the organization’s course and making countless other significant decisions. Our research has found that leader integrity is a potential blind spot for organizations , so make sure you reinforce the importance of honesty and integrity to managers at all levels.

10. Courage

It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to a direct report, or flag a concern for someone above you. That’s part of the reason courage is a key leadership trait — it takes courage to do what’s right! Leaders who promote high levels of psychological safety in the workplace enable their people to speak up freely and share candid concerns without fear of repercussions. This fosters a  coaching culture that supports courage and truth-telling . Courage enables both team members and leaders to take bold actions that move things in the right direction.

11. Gratitude

Being thankful can lead to higher self-esteem, reduced depression and anxiety, and better sleep. Sincere gratitude can even make you a better leader. Yet few people regularly say “thank you” in work settings, even though most people say they’d be willing to work harder for an appreciative boss. The best leaders know how to show frequent gratitude in the workplace .

12. Resilience

Resilience is more than the ability to bounce back from obstacles and setbacks — it’s the ability to respond adaptively to challenges. Practicing resilient leadership means you’ll project a positive outlook that will help others maintain the emotional strength they need to commit to a shared vision, and the courage to move forward and overcome setbacks. A good leader focuses on resilience, both taking care of themselves and also prioritizing leading employee wellbeing , too — thereby enabling better performance for themselves and their teams.

Download a PDF action guide and summary of these characteristics of a good leader, so you always have a visual reminder available of these 12 qualities of good leadership.

Develop the Characteristics of a Good Leader in Yourself & Others

Our 3 core beliefs about leadership & leadership development.

At the Center for Creative Leadership (CCL)®, we’ve been researching the qualities of a good leader and the role of leadership for over 5 decades. Here are 3 of our core beliefs about good leaders and effective leadership.

Good leaders are made, not born.

First, we believe that leaders are made, not born. Put another way, leadership is a skill that can be developed . Good leaders are molded through experience, continued study, intentional effort, and adaptation. So you can strengthen any of these 12 characteristics of a good leader, if you’re open to growth, use your experiences to fuel development , and put in the time and effort toward self-improvement.

Similarly, organizations can help their people hone these top leadership qualities by providing ample opportunities for training, offering support for learning from challenges, and providing access to coaching and mentoring programs .

Leadership is a social process.

It’s also essential to recognize that  leadership is less about one strong or charismatic individual, and more about a group of people working collectively to achieve results together . If you demonstrate several of the characteristics of a good leader, but fail to grasp this key point, chances are you won’t get very far on your own. You may be well-liked and respected, but it will be challenging to accomplish team or organizational goals. At CCL, we like to say that the  outcomes of leadership are about creating direction, alignment, and commitment, or DAC , within a group.

Good leadership never stops.

Also, we believe that leadership isn’t a destination, it’s a journey   — it’s something that you’ll have to work at regularly throughout your career, regardless of what level you reach in your organization or what industry you work in. Different teams, projects, and situations will provide different challenges and require different leadership qualities and competencies to succeed. So you will need to be able to continue to apply these leadership characteristics in different ways throughout your career. Just continually keep learning and growing, and you’ll be an agile learner with a long career .

We Can Help You Develop the Qualities of a Good Leader

Organizations can strengthen leadership qualities and foster deeper levels of engagement at work through providing a variety of on-the-job learning experiences, mentoring, and formal development opportunities. At CCL, we have many award-winning leadership solutions with clients around the world, and we’d be honored to work with you and your organization as well.

But individuals don’t have to wait to begin strengthening these leadership characteristics within themselves. If you decide you want to work proactively on developing your leadership qualities and skills,  download our action guide & visual summary  of this content. And get our tips on how to  convince your boss to make an investment in you  and your future. We’re here to support you every step of the way on your journey to becoming a better leader!

Ready to Take the Next Step?

After you download the 12 Characteristics of a Good Leader , keep on learning and growing: never miss our exclusive leadership insights and tips — subscribe to our newsletters to get our research-based articles, webinars, resources, and guides delivered straight to your inbox. 

Keep these qualities of a good leader top of mind in the future: download a PDF summary of this article as an action guide and visual reminder of the leadership qualities to nurture in yourself, on your team, and at your organization in the future.

This article was written by our Leading Effectively staff, who analyze our decades of pioneering, expert research and experiences in the field to share content that will help leaders at every level. Subscribe to our emails to get the latest research-based leadership articles and insights sent straight to your inbox.

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With over 30 pages of insights gleaned from our research, this collection of resources includes actionable tips and team discussion questions to help you become a (better) leader with a focus on compassion, wellbeing, and belonging.

This introduction to our leadership philosophy explains how direction, alignment, and commitment (the elements of our DAC framework) are key in how leadership works, connecting exponential potential with collective progress.

Want to set yourself apart as a leader? Arm yourself with these 6 essential skills. Our global research study found that organizations will need these 6 key qualities that their leaders presently lack.

Do you know how to effectively communicate at work? It's the core of everything we do, and yet many of us have significant room for improvement. Get our top tips for leaders.

Stepping into a management role requires a fundamental shift of identity. Learn how to be an effective boss and succeed in your new role with our leadership tips for first-time managers.

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Learn more about our flagship Leadership Development Program (LDP)®, the most widely known and longest-running leadership development training in the world.

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Learn more about our leadership training courses, which are targeted to develop the skills leaders need to succeed at all levels of your organization.

The Center for Creative Leadership (CCL)® is a top-ranked, global, nonprofit provider of leadership development and a pioneer in the field of global leadership research. We know from experience how transformative remarkable leaders really can be.

Over the past 50 years, we’ve worked with organizations of all sizes from around the world, including more than 2/3 of the Fortune 1000. Our hands-on development solutions are evidence-based and steeped in our work with hundreds of thousands of leaders at all levels.

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What Great Managers Do

• Marcus Buckingham

Much has been written about the qualities that make a great manager, but most of the literature overlooks a fundamental question: What does a great manager actually do ? While there are countless management styles, one thing underpins the behavior of all great managers. Above all, an exceptional manager comes to know and value the particular quirks and abilities of her employees. She figures out how to capitalize on her staffers’ strengths and tweaks her environment to meet her larger goals.

Such a specialized approach may seem like a lot of work. But in fact, capitalizing on each person’s uniqueness can save time. Rather than encourage employees to conform to strict job descriptions that may include tasks they don’t enjoy and aren’t good at, a manager who develops positions for his staff members based on their unique abilities will be rewarded with behaviors that are far more efficient and effective than they would be otherwise.

This focus on individuals also makes employees more accountable. Because staffers are evaluated on their particular strengths and weaknesses, they are challenged to take responsibility for their abilities and to hone them.

Capitalizing on a person’s uniqueness also builds a stronger sense of team. By taking the time to understand what makes each employee tick, a great manager shows that he sees his people for who they are. This personal investment not only motivates individuals but also galvanizes the entire team.

Finally, this approach shakes up existing hierarchies, which leads to more creative thinking.

To take great managing from theory to practice, the author says, you must know three things about a person: her strengths, the triggers that activate those strengths, and how she learns. By asking the right questions, squeezing the right triggers, and becoming aware of your employees’ learning styles, you will discover what motivates each person to excel.

Great leaders tap into the needs and fears we all share. Great managers, by contrast, perform their magic by discovering, developing, and celebrating what’s different about each person who works for them. Here’s how they do it.

“The best boss I ever had.” That’s a phrase most of us have said or heard at some point, but what does it mean? What sets the great boss apart from the average boss? The literature is rife with provocative writing about the qualities of managers and leaders and whether the two differ, but little has been said about what happens in the thousands of daily interactions and decisions that allows managers to get the best out of their people and win their devotion. What do great managers actually do ?

• Marcus Buckingham is a researcher of high performance at work, co-creator of StrengthsFinder and StandOut, and a coauthor of Nine Lies About Work: A Freethinking Leader’s Guide to the Real World (Harvard Business Review Press). His most recent book is Love + Work: How to Find What You Love, Love What You Do, and Do It for the Rest of Your Life (Harvard Business Review Press).

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Being a good boss isn’t easy—here’s how to get better

Leads economic and business research on growth, productivity, innovation, technology adoption, and outcome measurement

October 18, 2021 Managers are more important than ever as employee satisfaction moves to the forefront in today’s race for talent. In fact, according to McKinsey research , one of the top factors that employees cited as a reason for quitting amid the Great Attrition was that they didn’t feel valued by their manager.

In contrast, people at organizations with good employee-manager relations report significantly higher satisfaction with their jobs: Among those who say that management relations are “very good,” 74 percent state they are very or completely satisfied in their job, versus only 15 percent of those who say relations are “very bad.”

Countless studies also show the empirical link between employee satisfaction and business outcomes like customer loyalty and profitability. One large-scale meta-analysis found that business units with top-quartile employee engagement achieved operating-profit margins that were 1-4 percentage points higher than those in the bottom quartile.

But being a good boss isn’t easy—one study suggests that only 10 percent of people naturally have all the traits needed to be a good manager. Many incentives for leaders are also misaligned; research suggests that some leaders may even achieve their positions by being self-centered, overconfident, narcissistic, and manipulative.

In contrast, the fundamental elements of good employee-manager relations are the same as with any other human relationship: mutual trust, encouragement, empathy, and good communication.

Regardless, any manager can become a better manager and, in turn, play an essential role in improving workplace happiness and employee satisfaction. These four simple, human practices are a great place to start.

• Empathy, compassion, and vulnerability. A manager who genuinely cares about an employee’s well-being tends to be curious about it. Sincerely asking, “How are you doing today?” creates an opportunity for employees to raise issues and to feel safe when they do. Moreover, curiosity and compassion typically go hand in hand. Research shows that when employees perceive compassion or kindness from their leaders, they become more loyal. Loyalty in turn feeds better performance at work.
• Gratitude. The simple act of thanking people is win-win: It doesn’t cost anything, and everyone feels better. Being thanked makes people feel valued. Celebrating small achievements helps people face larger challenges and sets up a positive dynamic where everyone wants to do better. But don’t overdo it. People can tell when their bosses and senior leaders are just following a script without truly meaning what they say. Hone the ability to feel genuine thankfulness and express it in a heartfelt way.
• Positivity. Giving positive feedback builds employee confidence and reinforces beneficial behaviors. Unconditional positive regard—the practice of validating feelings, withholding judgment, and offering support—bolsters motivation and fosters authenticity. In addition, positive regard is a key contributing factor to developing an individual’s sense of autonomy and self-competence, which is directly linked to greater happiness and well-being.
• Awareness and self-care. Leaders must first help themselves before they can do the same for others. When highly stressed or anxious, it’s hard to be empathetic, thankful, and positive. Being a supportive and compassionate manager is easier for people who are aware of and at peace with their own inner state of being. The recipe for self-care will be different for everyone, but it most often includes attention to diet, exercise, downtime , and sleep . For many, mindfulness or other meditation practices are also powerful sources of resilience .

Indeed, micro-actions often count more than larger, structural changes. One silver lining of remote work is that it has helped us see our colleagues as people first by giving us a peek into their homes, families, and lives. That works both ways, with employees also able to see a more human side of their managers. Bosses who build these practices into daily habits can increase employee satisfaction while becoming better—and happier—people themselves.

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18 leadership qualities and characteristics of a successful leader

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What is leadership?

18 qualities of a great leader

What defines a good leader?

Watch out for these negative leadership qualities

How to improve your leadership skills

How to use leadership qualities in the workplace

Whether you’re an individual contributor or a manager, you understand the importance of effective leadership. But, it can be hard to pinpoint the leadership qualities that make someone so inspiring.

Think back to the best boss you ever had. What was that person like? They probably possessed leadership qualities like active listening, confidence, and the ability to motivate others. As a result, you likely accomplished your best work and loved your job while under their leadership.  At its core, leadership transcends the simple act of managing a team—it is an art and a science that requires a deep understanding of interpersonal dynamics, strategic foresight, and personal integrity. Effective leadership is about empowering team members to excel and uniting them toward common goals. True leaders inspire trust and admiration through their actions and words, and they foster environments where creativity and efficiency flourish. Let’s define leadership and examine its 22 most important characteristics. We’ll also share some tips for developing leadership skills and show you how to exercise those skills in the workplace.

Defining effective leadership

Effective leadership involves various essential characteristics such as emotional intelligence , decision-making proficiency, strategic vision, communication skills, and the ability to inspire and motivate.

Each of these dimensions plays a crucial role in the leader's ability to guide their team effectively. Leadership is not just about leading others; it is also about personal growth and the development of an authentic and impactful leadership style .

22 core qualities of a good leader

Anyone can call themselves a leader . But to make an impact on your organization or your team, you need to learn a few essential leadership qualities. If you can start living out these characteristics, you’ll see your career grow and your team thrive. 

Let’s break down 22 essential qualities of a good leader in the workplace.

Great leaders aren’t passive . They’re highly motivated, and they truly believe in the vision of the organization.

This passion is contagious. Employees with a driven leader are motivated to work harder themselves.

2. Resilience

Being the one in charge isn’t easy. 37% of managers report that they felt a lot of stress on their most recent workday. But when you’re a leader, you can’t let the non-stop challenges dishearten you  — adaptability and resilience are key . 

It’s okay to feel frustrated sometimes, but good leaders work on their mental fitness continuously and push forward despite the hardship. In fact, they often take pleasure in overcoming obstacles through creative problem-solving .

3. Integrity and honesty

It’s essential for leaders to act with authenticity , honesty, integrity, and reliability. These qualities are essential for building trust within a team . Leaders who demonstrate ethical behavior and transparency in their decisions cultivate a culture of trust that permeates through all levels of an organization.

Employees need to know that a leader will behave ethically . That they won’t say one thing and do another. Or that if they make a mistake, they’ll take responsibility rather than blaming the team.

Integrity means treating employees fairly and upholding the company's values . This not only inspires trust in other team members but also encourages them to act with integrity.

“The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, whether it is on a section gang, a football field, in an army, or in an office.” — Dwight D. Eisenhower

4. A desire to learn

If you’re promoted into a leadership position, you probably already know a lot. You’ve developed your skills and gained experience in your field.

But there’s always more to learn. Great leaders have a growth mindset — they’re on a constant quest for knowledge and personal development.

5. Self-awareness

Self-awareness goes hand in hand with the desire to learn. In this case, it’s the desire to learn about yourself and what you could do better.

One of the most important leadership qualities is humility . Good leaders understand their strengths and work to improve their weaknesses. Self-awareness can also help a leader develop a leadership style that fits their personality.

A good way for leaders to develop self-awareness is to solicit feedback from employees or peers. Don’t be insulted by criticism — this is simply information to help you become a better leader.

6. Confidence

Leaders have to make big decisions, and these decisions often come with big risks. It can scary being a leader because when you’re the one taking the risk, you’ll also probably shoulder the blame if things go wrong. But that’s just part of the gig.

To be a leader, you need to have the confidence to act decisively in high-stakes situations. Rather than showing anxiety in your behavior , you must be calm, collected, and resolute. 

Moreover, there are always people who disagree with the leader’s decisions. While it’s important to listen to other viewpoints, a leader can’t back down in the face of criticism or conflict. They need to have the self-confidence to brush off the people who doubt them and trust their intuition when they know they’re making the right choice.

7. Positivity

As a leader, you don’t have to be chipper all the time. But you do have to pass a sense of optimism on to your employees.

Employees like working for positive people. Out of managers rated by their employees as “great,” 79% have a positive attitude .

While employees appreciate a positive attitude, unrealistic expectations are not so well-received. A great leader expects their team members to succeed and then makes it possible.

If employees realize that they’re never able to achieve what the boss or leader asks for, they’ll stop trying.

A good leader keeps objectives optimistic but reasonable so that the team can experience a sense of accomplishment if they put in the work.

9. Creativity and innovation

According t o a study from Linkedin, creativity is the number one soft skill in short supply in the workplace. Creative leaders solve problems in unique, innovative ways. They’re willing to experiment and think outside the box .

But creativity isn’t just about having the occasional brainstorming session. True innovation requires a sustained effort to foster an environment where new ideas are welcomed and valued. As a leader, it’s crucial to encourage your team to think outside the conventional boundaries and challenge the status quo.

Leaders can try setting up systems that reward creative thinking and actively participate in creative processes. They can also regularly schedule time for team members to pursue passion projects or hackathons and ensure everyone feels safe proposing unconventional solutions without fear of ridicule or rejection.

Remember, the most innovative leaders are those who see potential where others see obstacles.

10. Communication skills

Great leadership is all about communication . If you don’t have good communication skills, none of the other leadership qualities or characteristics on this list mean anything. You won’t be able to get through to the people you’re supposed to lead, and that will have detrimental effects on your team and your organization. 

Clarity is especially important. According to the Predictive Index People Management Study, out of managers rated “bad” by their employees, 58% don’t communicate clear expectations . This can be immensely frustrating and disheartening for the whole team.

That means effective communication, including nonverbal communication , is one of the most important leadership qualities you can develop. Mastering nonverbal communication—like posture, gestures , and eye contact—can reinforce messages, build trust, and subtly influence team dynamics .

11. Listening skills

Communicating well isn’t just about talking. Active listening is essential for building trust and rapport with your team.

Good listening skills help a leader understand what employees need and where their pain points are, which shows the employees that their boss really cares.

The best leaders balance opposing characteristics and know how to engage completely with what another person is saying while remaining open-minded about hearing new thoughts.

12. Empathy

An empathetic leader is compassionate and knows how to connect with others.

They care about the needs and hopes of their team members. Instead of jumping to harsh conclusions if an employee’s performance dips, they seek to understand the root cause.

This kind of emotional intelligence builds trust and helps the leader have better insight into their team.

“Emotional intelligence is the ability to use emotion to increase your own and others’ success” — Annie McKee

13. Decision-making

Part of being a leader is making decisions — and a lot of them. Because of this, a leader needs to know how to make decisions both efficiently and effectively.

While leaders will have to make small decisions every day, they’ll also have to make big decisions that affect their team and even their organization as a whole.

Being aware of cognitive biases can improve decision-making. Developing self-awareness helps leaders anticipate potential failures and make more informed choices.

14. Strategic mindset

Employees who get promoted into management were excellent in past roles, getting every step right and showing great attention to detail.

But leaders have to see the big picture.

15. An eye for talent

Good leaders create new leaders.

Part of leadership is choosing the right people for the job and then helping those people develop their own skills . A great leader can recognize and foster leadership traits even in the most junior members of the team .

16. The ability to motivate

True leaders inspire and motivate their followers .

In a work setting, a great way to do this is to show appreciation for your team members and recognize their achievements. 79% of people that quit their job say it’s because of a “lack of appreciation .”

Being an excellent leader motivates employees in and of itself. Employee engagement is higher when their manager is doing a great job.

17. The ability to delegate

Though leaders care deeply that every aspect of their team’s work is done well, it’s important to trust your employees to handle their own pieces of the puzzle.

In return, they’ll trust you to take the lead on vision and strategy. Delegating responsibilities can also help everyone feel like they are contributing to the team.

18. Professional expertise

Leaders should be highly skilled and knowledgeable in their field.

That doesn’t always mean technical competence. For example, the CEO of a software company might not know how to write code. But they should definitely have a deep knowledge of the industry and products.

It’s that kind of expertise that lets a great leader craft an intelligent and achievable vision.

19. Embracing and leading change

In today's rapidly evolving market, adaptability is more than a leadership quality—it's a survival skill. Effective leaders must not only manage change but also drive it .

To lead your team through the tides of change, start by clearly communicating the reasons behind changes and how they align with the broader organizational goals. Be transparent about the challenges and maintain open channels of communication to address any concerns your team might have.

Additionally, empower your team by involving them in finding solutions and decision-making processes, which can help ease transitions and foster a sense of ownership among team members .

20. Visionary leadership

A visionary leader doesn’t just set goals but inspires their team to envision and achieve a shared future. To cultivate and communicate a compelling vision, start by understanding the core values and strengths of your team, and then connect these to a larger purpose.

Make sure your vision is clear, concise, and consistently communicated , using stories and examples that resonate emotionally.

Leaders should also demonstrate how each team member’s work contributes to this vision, providing motivation and clarity. Remember, a powerful vision acts as a north star, guiding and aligning all efforts towards achieving strategic goals.

22. Technology and industry knowledge

In a world driven by rapid technological advancements, staying abreast of industry trends is not just beneficial; it's imperative for leadership effectiveness.

Leaders should make a concerted effort to keep updated with the latest technologies and industry shifts. This could mean subscribing to relevant trade publications, attending industry conferences, or undertaking courses in emerging fields.

By integrating this knowledge into strategic planning and daily decision-making, you not only enhance your credibility but also position your team to capitalize on new opportunities and innovate ahead of the curve.

We’ve shared the 18 most important qualities that should be part of your leadership development — but every leader has a unique style . You’ll determine your own style over time, combining these leadership qualities with your own ingenious methods of supporting your team.  

That said, outstanding leaders have one fundamental trait in common: they can take a vision and turn it into real results. This isn’t something they do alone — leadership skills are people skills (aka soft skills) first and foremost . Excellent leaders also have the ability to inspire those they lead . Unfortunately, these elusive leadership characteristics can be hard to find.

Too many organizations lack indispensable leadership talent. In fact, only 42% of business leaders and 30% of HR professionals say that their organization’s leadership quality is high overall.

Here’s the good news: leadership skills can be developed . Any motivated person has the potential to become a good, or even great, leader .  

Watch out for these qualities of a poor leader

Sometimes the qualities of an excellent leader and a terrible one are surprisingly similar. If you want to evolve into a better leader yourself or help develop one on your team, you’ll need to pay close attention to certain traits. 

Here are the most common character traits that are detrimental to anyone who wants to step into a leadership role:  

• Lack of vision: Inadequate leaders can do a lot of the same things good leaders do. But the leader’s decisions need to have a purpose, such as driving the team closer to the business’s strategic goals. If there doesn’t seem to be a clear, easy-to-communicate vision behind what employees are asked to do, they’ll quickly lose trust in their boss .
• Inability to produce results : It’s simple. No leader succeeds at everything all the time, but the excellent ones will have something to show for their efforts. 
• Uninspiring: If an individual can’t uplift, motivate, or inspire others, they’ll need to learn how before they can be a good leader. That’s because leadership isn’t something you do by yourself — it’s about the people you lead. 
• Overconfidence: A good leader is dauntless — they can confidently take on challenges. But poor leaders can have a lot of confidence and take risks, too. If they’re cocky, presumptuous, or arrogant, they have a lot to learn before becoming a leader. 
• Apathy: Too many people come to their jobs without feeling a sense of investment or ownership in their work. This can cause them to produce sloppy work and even have negative relationships with coworkers. This trait will be a major obstacle to anyone who wants to be a great leader.

How to deveop effective leadership qualities

So maybe you saw yourself in some of those negative leadership characteristics. Don’t worry — we’re all human, and we all have room to enhance our leadership skills, no matter our stage of life or job title. 

Here are a few tips for how you can start improving your leadership abilities today.

1. Perform an inventory of your leadership skills

It’s hard to improve your leadership skills if you don’t know where you’re lacking. Because of this, one of the very first things you should do is take an inventory of your strengths and weaknesses in leadership.

You can use our list of 18 traits above to do this. Consider each quality, and ask yourself:

• “Do I naturally possess this trait?”
• “How do I demonstrate this trait in my work and personal life?”
• “Do I use this trait in a leadership capacity? If so, how?”
• “If I feel like I’m lacking in this area, is this a skill I would like to develop?”

You can also use a structured approach like the SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) to evaluate each leadership trait:

• Strengths : What leadership qualities do I already possess?
• Weaknesses : Where do I falter as a leader?
• Opportunities : What chances do I have to use or improve these skills?
• Threats : What obstacles do I face in developing these skills?

It can also be beneficial to ask others for feedback , such as friends, colleagues, or even your boss. Because they know you well and may have even worked with you, they can provide valuable insight into your strengths and weaknesses.

2. Set goals

Once you know which skills you’re good at and which you need to improve, you can set tangible goals in order to become a better leader.

For example, let’s say you lack positivity. In order to develop this trait, you could start keeping a gratitude journal that you write in every morning. This way, you start consciously focusing on the good in your life.

Consider following the SMART framework for your goals. Once you've identified areas for improvement, ensure your gaols are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). For instance, if you want to improve your decision-making skills, you might set a goal to attend a decision-making workshop by the end of the quarter, or to read two books on strategic thinking in the next two months.

3. Seek out opportunities to practice

One of the best ways to better yourself is through practice. If you want to develop new leadership skills or utilize ones you already possess, you need to seek out leadership opportunities that will challenge you.

This could be volunteering to lead a team at work. It could also be mentoring someone new at your company, for example.

4. Workplace development

Consider leadership training . This could be something your work offers, or you may need to seek out courses on your own. Alternatively, you could work with a coach who can help you map out a development plan and stay on track to reach your goals .

You should let your boss know about your intentions. They can likely help you find resources and give you opportunities to practice your leadership skills .

Formal education and training

Many leaders enhance their skills through formal education such as MBA programs, leadership workshops, or industry-specific training. These programs help to sharpen strategic thinking, management skills, and other important leadership qualities.

Mentorship and coaching

Working with mentors or coaches can provide leaders with valuable insights and feedback that are crucial for personal and professional growth. Mentors serve as role models and guides, offering advice based on their own experiences and successes.

Practical experience

There is no substitute for hands-on experience. Taking on leadership roles, even in small projects, helps develop crucial skills like team management, problem-solving, and decision-making. Each leadership opportunity is a learning experience that builds competence and confidence.

Networking and industry engagement

Engaging with other leaders and professionals through platforms like LinkedIn allows for the exchange of ideas and strategies. Networking not only provides learning opportunities but also helps leaders stay abreast of industry trends and new management practices.

Self-study and personal development

Reading leadership books , listening to podcasts , and engaging with thought-provoking content can help leaders gain new perspectives and ideas that can be applied in their professional lives.

Enroll in leadership development workshops or online courses. Websites like Coursera or LinkedIn Learning offer courses in leadership fundamentals, emotional intelligence, strategic thinking, and more.

You don’t have to be in a management position to exercise the qualities of an exceptional leader. Leaders are the ones who help and motivate the people around them. They have good ideas and set a good example.

Employees at any level can have leadership qualities. In fact, anyone who hopes to be promoted into a leadership position in the future should work on developing the traits of a leader today.

Let’s look at ways you can use leadership qualities in the workplace.

1. Build strengths and overcome weaknesses

Find conscious opportunities in the workplace where you can further develop your strengths or work to overcome your weaknesses.

For example, maybe your listening skills leave something to be desired. The next time you talk to a colleague about a project, make a conscious effort to remember each point and follow up on the significant ones.

2. Be a knowledge sponge

Learn everything you can about your industry and your organization. Seek out training for new skills. You can do this through self-directed learning , or you can participate in formal programs. You can also utilize learning modes such as microlearning.

You might have all the skills you need for your current position, but learning new things opens up future possibilities. If you’re already in a management role, continuing to learn will help you have better ideas and develop a stronger strategy.

3. Develop your people skills

Every day is a new opportunity to become a better leader by improving your people skills. Whether you’re starting an entry-level job or taking on a major leadership role, you’ll have many chances to:

• Build relationships with your colleagues
• Communicate clearly
• Listen actively
• Be patient and empathetic
• Learn to negotiate and diffuse conflict

4. Do outstanding work

In other words, lead by example. Go above and beyond expectations, and you’ll inspire others to do the same.

Use leadership qualities to be a better leader

Leadership qualities aren’t mysterious attributes that some people possess and others never will. Instead, being a leader involves concrete skills that anyone, at any level of the business, can develop.

BetterUp enables organizations to develop strong leadership capabilities in all employees — not just the C-suite.

Lead with confidence and authenticity

Develop your leadership and strategic management skills with the help of an expert Coach.

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

Self-awareness in leadership: How it will make you a better boss

Professional leadership skills to incorporate on your resume, empathetic leadership: are empathetic leaders born or made, the most critical skills for leaders are fundamentally human, what it means to be a great team leader and how to become one, how to be an empathetic leader in a time of uncertainty, what is a leader, what do they do, and how do you become one, are people born leaders debunking the trait theory of leadership, the key mindsets sales leaders need to unlock success: q&a with brad mccracken, global vp of sales at betterup, similar articles, what is servant leadership and how can it empower you team, become a great leader with these 10 tips, inspire others and support their growth. 10 ways to make it happen, authentic leadership: why showing up as yourself matters, a guide to becoming an effective leader, the 13 essential leadership values for anyone leading a team, 'we are the champions' plus other qualities every good friend should have, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Home — Essay Samples — Business — Leadership — The Qualities Of A Good Leader

The Qualities of a Good Leader

• Categories: Leadership

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Published: Mar 13, 2024

Words: 462 | Page: 1 | 3 min read

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Effective communication, strong decision-making skills, inspiration and motivation, adaptability.

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The Extraordinary Impact of a Best Boss

• Leadership Development

A few years ago, I was having lunch with a friend whom I hadn’t seen since he landed his new position two years earlier. While we munched on our salads, I asked him how he liked his job. Half expecting him to share some level of unhappiness, I was pleasantly surprised when he told me how much he loved his new gig. I have found, after years in the human resources profession, that rare is the time when someone has told me how much they love their job.  It turns out the reason for his satisfaction was his immediate manager, whom my friend described as the ‘best boss’ of his 20-year career.  Intrigued, I asked him to tell me more. His response:

“I am given autonomy and freedom to do my job. I have decision-making authority for virtually all matters that affect me and my team. My boss keeps me informed on organizational happenings that could impact me. He sets high expectations. He gives me timely, constructive feedback when necessary and recognition when warranted. He always ‘has my back’ in a company that is very political, especially to a newcomer like myself. And, maybe most importantly, it is clear that he cares about me as a person, not just as an employee.”

Wow, who wouldn’t want to work for someone like that? It made me wonder if others had a best boss in their lives.

The Best Boss Study

Fueled by this curiosity, I and my Lead Well LLC partners, Dr. Toni Pristo and Dr. John Furcon, decided to study the Best Boss experience. We invited individuals to answer seven open ended questions intended to tell us how their Best Boss had impacted their performance, career and life. While many of our nearly 60 participants worked in a corporate setting, we also received feedback from people with public sector, healthcare, education and small business backgrounds. Many people so enjoyed recounting their Best Boss experience they forwarded the survey to their friends. More than a few people were inspired to reach out personally to say thanks to their own best boss.  Cleary we were on to something. (If you want take the survey yourself, click here .)

Once the survey concluded we analyzed each response. Our first discovery was a set of ‘Best Boss characteristics’ which served as the catalyst for a strong relationship between the individual and their manager. This relationship could be one dimensional or multi-dimensional (e.g. collegial, personal, mentoring, etc.) and was always built on a solid foundation  of personal characteristics such as humility,  integrity, humor, trust, thoughtfulness, fairness, intelligence and optimism.  While these characteristics would vary from boss to boss, the one consistent trait among all Best Bosses was, perhaps not surprisingly, respect.

Our analysis then identified five behavioral traits that that were repeatedly highlighted by our survey respondents. These traits are described below:

• Leads From a Higher Purpose  – The Best Boss has a purpose beyond self-interest / self-profit that is put into action on behalf of the individual.
• Activates Potential  – The Best Boss observes, values and takes steps to activate the present capability and future potential of the individual.
• Grants Autonomy  – The Best Boss imparts knowledge, business acumen, big picture thinking and establishes an autonomous space for the individual to perform.
• Continual and Pervasive Feedback  – The Best Boss seamlessly uses frequent and diverse feedback to constructively shape, reinforce and / or modify behavior.
• Encourages Risk Taking to Drive Learning  – The Best Boss fuels reasonable risk taking to assure learning while realizing that mistakes are a natural part of the growth process.

The Best Boss System

While these themes were interesting, they were hardly groundbreaking findings in unlocking the secrets of great people leadership.   But when we looked deeper at our data we saw a couple of things that really caught our attention. First, it was evident that our five behavioral traits did not operate independently but were actually part of an integrated ‘Best Boss System’ that worked holistically together to motivate others.  It was clear that Best Bosses make it their mission in life to help individuals realize their potential.  But they also understood that this leadership approach was just the starting point. They instinctively knew that potential cannot be fully activated without simultaneously developing skills, setting clear expectations, providing constructive feedback, creating an autonomous space to operate, and encouraging risk taking without the fear of retribution.  This system created a powerful organizational impact by building employee engagement, retaining top talent and driving superior performance.

Powerful Stories

The other compelling part of our Best Boss study was quite simply the personal tales that people shared with us. These were powerful and emotional stories that transcended well beyond work. It was obvious that our Best Bosses leave an indelibly positive impact on us, not only as employees but as people.  Take a look at some of these quotes from our survey respondents and I am sure you will feel the same energy we did as we read their stories:

• “(My Best Boss) made me believe that you could lead with your heart as well as your wisdom, that competence and firmness need not be at odds with compassion and integrity.”
• “He would do all sorts of things to get me out of my comfort zone – push me, and even sometimes provoke me. He saw potential but also saw that I was holding something back and wouldn’t accept that I was giving everything I had to give.”
• “I felt like I could take risks and push myself. I was never afraid of making mistakes and could work outside the box and try new things.”
• “When faced with a difficult decision, her first question was always ‘What’s the right thing to do?’”
• “ The greatest boss EVER … he cared about everyone in his department. He had extreme competence and was trusted by most important people above him. But really it all came down to giving you a clear direction and, within that, complete autonomy. He didn’t allow ‘run-arounds’ by his direct reports, stuck up for you with your peers and other departments and if he didn’t agree with you, he dealt with you in private and let you sort things out. He had an open door and always made you feel welcome when you came in to talk with a hi”
• “Thank you!! You made me a better person… not just a better leader. You made me learn how much more people can do when they feel supported and appreciated. Far more importantly, you made me a better wife, mother, daughter, and friend by sharing your contagious love of life. You taught me to take chances, celebrate success, and appreciate that if I don’t make mistakes, I’m not challenging myself enough!”

Logically this is where I should conclude by sharing insights on Best Boss traits and how they impact leadership and organizational performance. After all, that’s what you expect from in an article about leadership, isn’t it?  And from enhancing individual performance, engagement and retention, there are plenty of things that Best Bosses do to drive organizational success.  93% of our respondents said that their individual performance excelled.  82% made statements that indicated a high level of engagement. 77% said that their Best Boss had a positive impact on both their development and career. If you are a leader yourself or have accountability for driving leadership behavior in your company, these numbers should at least give you pause for consideration. At most, they should  inspire you  to bring these traits more into your personal leadership style and your organization’s leadership capability.

But just focusing on the organization impact would leave out perhaps the most compelling element of the Best Boss experience, which is the spark that is created between two people and how lives change as a result. To reinforce this point I want to share a remarkable story from Courtney, a friend and former colleague, who was one of the first people I had asked to complete the Best Boss survey. Courtney decided to write about Bob, a manager from early in her career. Here is how she described him:

“Bob was a mentor, friend and one of my greatest advocates and supporters. He played a tremendous role in instilling many values that I bring to work each day. I am incredibly grateful, appreciative and privileged to have known and worked with Bob. I have taken everything he taught me into all of my future roles in work and life as a colleague, friend, wife and mother”.

Shortly after Courtney completed the survey she found out that Bob was terminally ill. Courtney printed her survey responses with the hope of sharing them at the hospital with Bob and his wife. But Bob was too sick to see Courtney, so she gave them to Bob’s wife, and attached the following letter:

I was recently asked to be interviewed regarding my favorite boss, who is resoundingly YOU.   I felt like my responses truly captured all that you mean to me and the multitude of ways you have touched and enriched my life over the years, so I’ve enclosed the transcript for you to see.  It could never do justice to expressing the role you’ve played in my life and the special place you hold in my heart, but it’s a start. 

I hope you find comfort and peace knowing how many people love you and the level of positive impact you’ve had on everyone you’ve touched in this world.

Love always,

A short time later, Bob passed away. But not before Bob’s wife was able to read Courtney’s words to her dying husband. A few days later, Bob’s minister shared Courtney’s heartfelt story at the funeral.  It was an amazing moment that reminded everyone in attendance about the incredible impact one person could have on another.

A Final Thought

Whether you are a senior leader in any type of organization or simply someone’s supervisor, you are in a position to bring the power Best Boss traits to your organization. And, if you have been paying attention, you know that this is much more than an organizational topic. It’s personal. If you are lucky enough to have had a Best Boss relationship, it likely has had a transformational impact not only on your work but your life as well.

To conclude, let me ask you to think about the best job you have ever had.

Why did you like this job?

There could be lots of reasons. You understood the importance of your role. You were having an impact. You were learning. Your values were aligned. You were having fun. You were making a difference. You were trusted. You were respected.

You mattered.

Not just as an employee but as a person. Do you remember how you felt?

Your commitment was unquestioned. Your direction was clear. Your development was enhanced. Your performance excelled.

Your entire life was brighter.

There was probably a Best Boss at the center of it all.

Shouldn’t everyone feel this way? What would happen if they did?

That’s the extraordinary impact of a Best Boss. And we should do everything we can to make sure we have a lot more of them.

We would love to hear your Best Boss story. Visit the Best Boss Experience  to share your story, watch videos, and learn more. Contact us if you’d like to talk about bringing the Best Boss Experience to life in your organization.

This article originally appeared on Duncan Ferguson’s LinkedIn .

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Ielts essay # 50 - what are some important qualities of a good supervisor, ielts writing task 2/ ielts essay:, the job of a supervisor or a manager involves many different responsibilities, and they should be able to manage the team effectively and motivate them., what are some important qualities of a good supervisor or a manager what types of people are suitable for these jobs.

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