What is the mark of an effective leader?
142779
Role, Task, Responsibility, and Source of Power of a Leader\n\n* The role of a leader is to create followers.\n* The task of a leader is to bring about constructive and necessary change.\n*  The responsibility of a leader is to bring about the change in a way that is responsive to the true and long-term needs of all stakeholders.\n*  The greatest source of power available to a leader is the trust that derives from faithfully serving followers.\n\nEffective Leadership as a Source of Competitive Business Advantage\n\nLeadership is imperative for molding a group of people into a team, shaping them into a force that serves as a competitive business advantage. Leaders know how to make people function in a collaborative fashion, and how to motivate them to excel their performance. Leaders also know how to balance  the individual team member's quest with the goal of producing synergy - an outcome that exceeds the sum of individual inputs. Leaders require that their team members forego the quest for personal best in concert with the team effort.
203765
I noticed most people seemed to answer with personality traits, but you asked about skills. That's what I'll discuss, then.\n\n1) Listening ability. A good leader/manager knows to keep their mouth shut when someone is talking. Most people are terrible listeners, and rather than actually listening to what the other person is saying, they are thinking about what they want to say. You learn nothing that way, and will never understand the situation being discussed. Listen first, think second, then speak. \n\n2) Method. Gut feelings are for frontline soldiers (I've been one, so I know) and parents (I'm one now). In business there is method. A good leader looks at problems as an opportunity and then applies a method of problem solving to improve things (including Root-Cause Analysis techniques). A good leader sets goals for their department/company with a methodical approach rather than 'instinct' and 'emotions'. Learn which methods work and which don't. Cling to (and develop) the former and run away from the latter.\n\n3) Feedback, feedback, feedback. This goes both ways. First, a good leader/manager asks for feedback from below and above...constantly. Where can the leader/manager improve? Where can their department/company improve? What is broke? What works? What can be done? What is being done that doesn't need to be done? Secondly, a good leader/manager provides feedback to his employees on a regular basis (even weekly, in my case) to help develop them into stronger, autonomous thinking persons who can solve their own problems and make the leader/manager look like a demi-god.\n\n4) Continue to develop leadership/management skills. Books, seminars, podcasts, and especially discussions with peers can make this goal happen.\n\nThis is a start. Hope it helps.
1007334
question is too general. Anyway, maybe professionalism, leadership, good time & resource management, hard working.
259066
Excellent answer Yellow!  If everyone plays a part and is clear on the group's goal, they are more likely to perform at their best.  Another key ingredient is good leadership; communicating what each member will do and the ultimate goal.  Coaching people in a positive manner and using lots of praise works well too.
595307
Leader.\nCommunicator.\nFacilitator.\nNegotiator.\nProblem solver.\nCreative.\nAble to balance multiple priorities.\nAble to see “the big picture”.\nDetail orientated.\nIntegrator.\nAble to make decisions.\nGood understanding of project environment.\nGood understanding of project management tools and techniques.\nFlexible.\nAble to delegate.\nAbility to influence.
1106069
Well, nobody but you should be answering these questions, but here's a shot at 3 and 4:\n\n3 characteristics that set you apart from your co-workers:\nTeam-oriented: I collaborate well with others to ensure things run smoothly\nA leader: I can take charge of a team to work efficiently toward a common goal\nResults-driven: I strive to exceed my goals and constantly seek ways to improve my results above expectations\n\n4. 3 characteristics I'd like co-workers to have:\nTeam spirit- like myself, I expect my co-workers to work as a team to ensure a smoothly-running operation\nInitative- My co-workers should be able to spot what needs to be done or what could be done differently in order to make sure things run well, and take the initiative to do them\nHard working- a team should be focused on work while they're at work; although a team environment can be fun, the ultimate goal is to always keep pushing ahead and striving for better result
458666
There are really only three types of leaders:\nAuthoritarian- This type of leader is the "My way or the Highway type"\n\nTeam Builder- This is the type who chooses his team, trains them, is willing to get in the mud with his men, will never ask you to do something that he is not willing to do. Presents, the team with a problem asks opinions on solutions and makes the final decision based on his subordinates responses.\n\nWeak- This is the type of leader that is basically a figure head his men make the decisions, he has no back bone and his men constantly test his resolve.\n-kevin82abn
166732
Great leaders don't sit around telling others what to do. They motivate by example.\n\nIndependent thought.\nA sense of responsibility.\nThey are willing to accept the consequences of their actions.\nThey LISTEN and CONSIDER, then make their own choices.\nThey want to see others succeed, as well as themselves.\nThey don't quit. They don't give up.\nThey learn from their mistakes instead of whining about them.\n\nThe two best examples of these traits I can think of would mean nothing to you; they are friends of mine.
902049
You are going to lead, that is why.  People need to feel a sense of strength in you.  Not aggressive, but confident.  It gives them hope, your strength will rub off on them.
613619
well,  it depends if they were close to me or not.  being a leader is something that i do in a job.  i try to be fair with friends and family. and I'm always open for suggestions, from co-workers and friends.  so if asked, i would just be more polite about my bossiness
939605
Integrity is the main one. Basically your word in private and your actions in private should be no different than in public. \n\n1. Empathy - My best executive Director was such a geat boss because when I messed up and misshandled a situation, ( I had to supervise women and children in a shelter and rules were always being broken etc.) she always showed me what it is in me that is lacking and how I might fix that, instead of just firing me or disciplining me. She handled everything in a friendly manner with such great communication. I grew so much under her supervision. \n\n2. See The Grey -  I used to see right or wrong, black or white. It was clearly one of the other. She taught me to see the grey. Every rule or situation has a grey area. \n\n3. Understanding - Everyone comes form a different place and brings different thought to the table. Don't expect people to act like or react like you would, and don't feel dissapointed if they don't measure up. Just lead and guide.\n\n4. Lead by example. - No one should have to do anything you wouldn't do, and you shouldn't be doing anything that reflects badly in front of them.
78008
A good leader defines the mission clearly for his troops and gets everyone to agree that the mission can be completed. When changes occur, then clarity and buy-in again play a huge role in success.\n\nCan you create an incentive for performance? Can you measure performance? \n\nDon't reprimand someone in public. Do it privately. Don't yell. \n\nAsk questions of your troops rather than constantly making statements. Figure out how to ask a question to achieve the same thing you could achieve if you gave an order. This, again, is buy-in. \n\nThe best leaders assign the right work to the right person. The best leaders hire the right people for the right job and carefully cull the workforce for slackers.\n\nDon't be too friendly with your suborinates, but make an environment where everyone would say you were friendly and professional.
877904
Determine what measurable attributes (metrics) reflect performance in your field. Decide upon a reasonable goal/ target based on historical performance in your group, regulatory guidelines, etc.\n\nFor example, if you are in manufacturing, you might set a safety goal. A measurable attribute would be # of lost time accidents per month. You might start with a goal of <20 per month, then do research and learn that OSHA frowns upon >10 per month, and then you might realize that your group is at 15/month. So you'll be able to start narrowing down your target from there. \n\nThe same method can be used in different fields. If you have (internal or external) customers, you can ask them for input into targets. If the organization has overall performance goals, you can use those to set your targets (SLAs), and so on.
84931
Here is some great advice for developing leadership qualities: \n\n1. READ - carry some great reading material in your briefcase. Great books to read that will develop your leadership qualities:  "How to Win Friends and Influence People" by Andrew Carnegie\n                       "7 Habits of Highly Effective People" by Steven Covey\n\n2. Become a Master of Change\nPeter Drucker (as quoted in the Selling Power article) says, “Every organization has to prepare for the abandonment of everything it does.” \n\n3. Earn the Trust of Others\n\n4. Give Feedback\nThrough our support and our voice, others will be able to make necessary changes.\n\n\n5. Build Enthusiasm\n\n6. Get Involved\n\n7. Pursue professional development\n\n\n\nSo, in a nutshell:\n\n1. Read\n2. Change\n3. Earn the trust of others (work from the private life to the public life) (from Steven Covey's: "7 Habits of Highly Effective People")\n4. Give feedback\n5. Show enthusiasm\n6. Get involved\n7. Make sure you are growing and developing in your chosen field
418454
All the typical characteristics, such as hard-working, dependable, independent, and creative.  Shows leadership, willingness to do work above and beyond what's necessary to benefit the company, and on and on.  Basically, someone who will benefit the company a bit and doesn't really care about pay.  That's an almost perfect one.  A good one has a few of these qualities and gets along with everyone else, basically.
164760
Excellent\nAttentive to detail\nTeam leader\nProductive\nKnowledgeable\nInnovative\nProblem solver\nCommitted\nFocused\nSignificant contributor\nExcellent resource\nProduces high quality work\nDeserves a huge raise and promotion
1148685
Not bad,just be honest to the person and to them in a right place and in a good manner,be a good leader,set as an example!