Dear reader, in my previous essay, I wrote that a leader plays the roles of captain, coach and cheerleader.  For a leader to be effective there is yet another role to play, that of a champion.  The Cambridge Dictionary provides this meaning, among others, for ‘champion’: a person who enthusiastically supports, defends or fights for a person, belief, right or principle.  Needless to add, this role cannot be performed unless the leader has a compelling vision.  This vision cannot be held a secret, but has to be articulated clearly and emphatically at every available opportunity.  The team will need direction – they will cover new ground when led by someone whose eyes are open and discovering further opportunity for growth and development.  Communication skills, which combine language skills with a keen appreciation of context, urgency and potential impact, are key.  The leader who champions also recognizes the team’s unspoken need for well deserved accolades and acclaim.  The effective leader fights for his team for due recognition and reward.

There are two traits of leadership that are easy to understand and accept: courage and character.  Frequently, when matters look chaotic, when communications have completely broken down and progress has ground to a standstill, we tell ourselves, “What we need here is leadership.”  The “L” word is shorthand for ‘guts’.  What we really mean is, “Where’s the leader who can just cut through all this crap and get this engine to run smoothly again?”  Focus, determination, clarity of vision and courage will all be needed in this scenario.

The importance of character cannot be overstated.  Synonymous with integrity, it is what makes leaders role models.  Team members are willing to go the extra mile when their respect has been earned rather than demanded.  Integrity is perceived when the leader practices what he/she preaches, puts himself/herself out in front, accepts mistakes, passes along credit to the team, does not play favourites and is consistent.  Trust builds slowly and is indispensable when leading a team.  A 2006 study by the Hay Group examined over 75 key components of employee satisfaction. They found that:

• Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in an organization.
• Effective communication by leadership in three critical areas was the key to winning organizational trust and confidence: 
        –  Helping employees understand the company’s overall business strategy.
        –  Helping employees understand how they contribute to achieving key business objectives.
        –  Sharing information with employees on both how the company is doing and how an employee’s own division is doing – relative to strategic business objectives.

It is apparent that leadership is hard work.  It requires honesty when looking in the mirror.  It requires understanding oneself.  It requires a sense of balance, of proportion.  It finally requires a great sense of responsibility and accountability.  As Colin Powell observed, “The day people stop bringing you their problems is the day you have stopped leading them.”

Best wishes.

Ravi Bhuthapuri