Forward Your Career with Leadership

By Megan Martin

John Quincy Adams, 6th President of the United States, once said: “If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.”

Being a leader in your organization will make you an invaluable asset to your company. The key is to determine your company’s goals for moving forward, and then assess how you can support those goals. Whether you’re just starting in a new position or have been with your organization for years, there are many ways you can showcase your leadership skills.

Here are some tips to help you become the kind of leader that moves your organization forward:

Enthusiasm

In her Monster.com article “Develop Leadership Skills in Any Job,” Cheri Swales notes that your attitude may be the most important key to establishing yourself as a leader. “Personal energy is contagious, and so is the lack of it. No matter what the job, complete it with a sense of urgency,” Swales recommends.

If you’re working on a project that isn’t going as well as you’d like, fight to stay optimistic. Look for ways it could be improved instead of giving up. Others will follow your example, creating a less stressful and more positive and productive environment.

Creativity

Just because you aren’t in a management role, it doesn’t mean you can’t be thinking about (or recommending) changes that could positively affect your organization. What changes could make your job more efficient or productive? How can you improve the way your job is done? What part of your job are you passionate about? How can you focus on bringing that passion to life?

Enlist others to help you brainstorm not only about your own position, but about changes that could benefit specific processes or the organization as a whole. Approach higher-ups with your suggestions for change—they’ll come to see you as a natural leader.

A Growth Mindset

Stanford University psychology professor Carol Dweck, author of Mindset: The New Psychology of Success, describes two types of mindsets that most of us exhibit—“fixed” and “growth.”

Those with “fixed mindsets” believe that talent, rather than hard work, is the basis for success—and that they can achieve only as much as their natural talents allow. Fixed mindset types are often scared of change and innovation because it may ultimately lead to failure.

Individuals with “growth mindsets,” on the other hand, believe in progress over time, that they have an endless capacity for learning, and that they can always improve what they do. They believe in hard work and taking risks in order to learn.

Ronald Heifetz, Alexander Grashow and Marty Linsky, authors of the Harvard Business Review article, “Leadership in a (Permanent) Crisis,” define leadership as “an improvisational and experimental art.” They note that a problem that often occurs during crisis situations is that “[Leaders will] default to what they know how to do in order to reduce frustration and quell their own and others’ fears.” However, those with a growth mindset “change key rules of the game, reshape parts of the organization and redefine the work people do.”

The best leaders also believe there is always room to learn and grow. Marshall Goldsmith, author of the November 2009 BusinessWeek online article, “How to Increase Your Leadership Effectiveness,” advises: “Pick the most important behaviors for change—those you believe will enhance your effectiveness as a leader—e.g., ‘become a more effective listener’ or ‘make decisions in a timelier manner’.”

In addition to considering which personal attributes you can improve upon, look for new challenges you can take on. If you find yourself doing the same tasks you’ve been doing since you started your position, volunteer to take on new projects, particularly in areas where you’d like to develop new skills or abilities. Even if a project seems especially challenging, take a risk.

The Importance of Teamwork

Great leaders don’t lead alone—they collaborate with others.

Encouraging and complimenting your fellow employees on a job well done is a great way to raise morale and create a feeling of community and interconnectedness.

Kimberly Douglass, author of the October 2009 Leadership Excellence article, “Operation Firefly: Ignite Innovation to Light the Way,” notes that having a dominant and controlling attitude can “squelch creativity” within a team, and that it’s best to be open and inclusive.

Ask your team members for input or ideas—and make sure everyone is able to contribute.

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