Leader Presence: The Must Have Tool for Today’s Executive
At APLS Group we are constantly reviewing company practices in an effort to improve our services. Amidst the dog days of summer I decided it was time to use my in-house consultant hat to focus in on our interns. APLS Group has been fortunate in our selection of interns and regularly uses them in various aspects of the business. We take their contributions seriously and have made it a company priority to provide an in depth learning experience for them. Most of our interns have come from local colleges and universities. As we listen to their aspirations, it has become clear that pre-executive training is essential for our interns to learn about the importance of developing leader presence.
Savvy business students armed with the appropriate MBA credentials often assume that they are primed for the challenge of rising to the top of the executive pool. They are familiar with the words of Peter Drucker who describes executives as “doers.” But what is a “doer”? Is a “doer” someone who makes it known that he/she will do any project? I do not think that is what Drucker had in mind. Rather than settle for the nebulous title of executive, I prefer to advise our interns to strive to become leaders. I think Drucker would agree with A.D. Edwards and D. Jones who once said, “The person who exhibits leadership is someone that makes things happen that would not happen otherwise.” Warren Bennis and Burt Nanus elaborated further by adding that “…successful leaders, we have found, are great askers, and they do pay attention.”
Have you considered offering a training program to help neophytes discover what it takes to become a leader in your organization? The training is different from a mentoring program because the emphasis is strictly focused on leadership. How could this type of training prepare bright new stars to distinguish themselves as leaders while maintaining the values of your company culture? Is the ROI worth the cost of early intervention? The answers are organization specific yet the questions are worth investigating for the bottom line potential for your organization. Review the following list of six key elements that the APLS Group considers important to the development of leader presence in a budding executive:
- Business Knowledge
Broad view of the organization’s function and purpose
- Communication Skills
Verbal language: ability to articulate, express ideas, speak passionately, be persuasive
Non-verbal language: body language, active listening skills
- Ethics
Knowledge and willingness to model business ethics and values
- Leadership
Optimistic outlook towards company business
Provide vision and structure for employees
Know when to delegate and when to make a decision
- Management Skills
Ability to manage up and down when appropriate for maximum return
- Personal Appearance
Dress appropriately for the business situation to inspire employee confidence
Leader presence is a state of being. Some individuals naturally possess it while others need coaching to acquire it. It can be cultivated but leader presence needs nurturing. Even though there is no secret formula to building the perfect leader or the perfect executive according to Dr. Donald O. Clifton, Father of Strengths Psychology and chief designer of the Clifton Strength Finder Profile,
“…what great leaders have in common is that each truly knows his or her strengths — and can call on the right strength at the right time.”
By providing the new talent in your organization the tools to become a more viable asset a great leader could emerge. Is your organization willing to make the investment?
For more information on developing leader presence in your company executives, check out the following books at the APLS Group Online Store:
212’ The Extra Degree
Ethics In Business
Listen Up, Leader!
Understanding Leadership Competencies
