Four Elements of Leadership Capacity

Posted on by Byron Darden

Four elements make up Leadership Capacity, and they are core to a leader’s journey:

  • Leadership Style
  • Leadership Skills/Behaviors
  • Leadership Character
  • Leadership Ability/Business Acumen

Let’s take a look at each of these.

Leadership Style

This is your approach to situations as a leader and how you will manage teams. In defining your leadership style, you will want to consider how to respond, plan, and guide your team. Effective leaders are able to adapt their style based on the need at the time.

Here are five leadership styles. Do any of these sound familiar?

  • Autocratic – you like to be in charge
  • Consultative – you like to give advice or recommendations
  • Affiliative – you like to form social and emotional bonds with your team
  • Democratic – you consider the input of the team when making decisions
  • Coaching – your goal is to help your team grow and improve performance

 

Leadership Skills/Behaviors

These are the specific and concrete ways you act and conduct yourself while leading your team and performing your role. Some examples are compassion, adaptability, listening skills, confidence, time management, and your ability to handle details well or provide motivation.

Here are common leadership skills that effective leaders possess:

  • Communication
  • Organizational Change – this involves strategy and planning execution
  • Managing People
  • Visionary – you can see what is possible, necessary, or groundbreaking.

Leadership Character

Character combines your values, traits, and virtues. This gets to the heart of who you are and fuels your authentic self. Clarity regarding these qualities will help you build confidence in your abilities to handle situations and earn respect from your team. Spending time in self-reflection about your values and belief systems will significantly enhance your leadership skills.

Character traits of great leaders include:

  • Self-Knowing – this includes being vulnerable, authentic, and acting with integrity
  • Inspiring, Persuasive, Influential
  • Respectful
  • Discernment/Decision Making
  • Team Building/Empowering

Leadership Ability/Business Acumen

Business sense and savvy are crucial for making decisions that lead to effective outcomes. This encompasses industry knowledge accumulated over time and experience in similar situations. It includes understanding known and emerging processes and how to use that knowledge to lead and adapt successfully.

Areas that enhance business acumen are:

  • Education
  • Experience
  • Certifications
  • Continuing Education

Building Leadership Capacity

Posted on by Byron Darden

These four elements are used to build your capacity as a leader. Developing business acumen will lead to adaptability. Developing style will lead to confidence. One has to build a reservoir of capacity to have a foundation from which to draw.

At times, you may feel you’ve reached your limits and are at full capacity. Realize that you have room for more, which signals a time for you to step back to see the 10,000-foot view. Take inventory of what is and what more is needed so that you can step forward and plot how to grow beyond where you find yourself at the moment.

Take this opportunity to acknowledge your strengths and what you do well. Then examine your challenges and growing edges. Instead of attempting to resolve everything that needs work, you may find it more critical and time effective to surround yourself with those who possess the capacity you desire. Good leaders know their capabilities and shortcomings and seek to find answers. This may involve adding a new team member or consulting a subject matter expert to provide a different point of view. Or perhaps you will discover a world of experience from someone else that is not currently yours.

You can also seek professional development activities. The best leaders are continually learning and developing. Books, podcasts, seminars, and peers can provide growth opportunities. Here are some I can recommend:

  • Leadership Programs such as Columbia, Darden, Duke, Harvard, are a great source
  • Harvard Business Review
  • Leadership Engine by Noel Tichy
  • Emotional Intelligence by Daniel Goleman
  • Biographies of CEOs
  • Blogs from ByronDarden.com

The Importance of Building Leadership Capacity

Posted on by Byron Darden

Demonstrating your willingness to grow as a leader shows your team that you are committed. You are developing yourself as a resource they can rely on when situations become challenging. Enhanced problem-solving skills and communication techniques prepare you for unforeseen circumstances.

As mentioned earlier, you do not have to build capacity independently. When you are ready to hire a new employee or bring someone new to your team, choosing the ideal fit becomes imperative. Begin by looking at your needs and determine who can most effectively meet those needs. One way to do that is to consider the capacity a person must have for you to feel confident in your choice to bring them into the fold.

Leadership Capacity in an Organization

Posted on by Byron Darden

An essential role of top-level leadership is building leadership capacity across all tiers of your organization. The CEO of a company must have the capacity to be a leader and develop a pipeline of leaders down the chain of command. From senior executives to front-line managers, leadership development is an intense process.

Suppose one of your top-level executives decided to pursue another path. How prepared are you to replace them? Would it be a frantic search, or is a strong team member ready to step into the role? 

Nurturing leadership capacity at all levels of the organization ensures that gaps are minimized. Strategic planning can involve looking into the future and envisioning your desired leadership traits. Using that blueprint, develop future leaders by offering training, education, mentoring, and coaching opportunities. Check in often to see where leaders shine and where they can improve. Consider hiring new people for a fresh perspective in those areas where there is a lack of capacity.

Over time, build a culture that supports engagement. Show that you are willing to invest in people, and leaders will shine.

Your Turn

Posted on by Byron Darden

As you contemplate your leadership capacity and the next steps in your journey, I’d like to give you some questions to ponder:

  • How do you determine your everchanging approach to leadership?
  • What key behaviors and specific skills do you possess that make you an effective leader?
  • What is the content of your character that inspires confidence in others?
  • What do you know, and how well-equipped are you to run a line of business?

There are no right or wrong answers when it comes to your character; recognizing your strengths will help you grow as a leader.

Moving Forward

Posted on by Byron Darden

The past couple of years have been challenging for both employees and managers. Some managers have had to adapt to an environment where their team works Remotely.

Calls on Zoom and monitoring productivity from afar requires a sense of trust and reliance on communication. A recent Gallup poll states that only 19% of US employees feel that their organization communicates effectively. Without effective communication, employees become detached and are less engaged in their work. This can lead to an employee leaving the company.

This lack of communication can stem from the fact that managers may not have information to share, or they are afraid to say the wrong things. There is a fine line between contacting your employees and assuring them that you hear their concerns and sharing that you don’t have answers. Addressing issues early and often is wiser than staying silent. Lacking solid answers or simply repeat yourself regarding your current lack of intel will show employees that you care.

Building Leadership Capacity with a Coach

Posted on by Byron Darden

“To grow capacity in your career, you need to move from the place of position to a place of skill acquisition.”
― Olawale Daniel

Earlier in this article, I spoke about stretching yourself when it seems like you have reached your capacity. This is a chance to grow as a manager and as a person. Often this involves looking deep into yourself and identifying roadblocks. These could be perceived blocks in your organization or inside of yourself.

My name is Byron Darden, and I help women to break through the barriers that keep them from being their best selves. Through this website, seminars, workshops, and Masterminds, I provide a wealth of information that will get you out of your stuck place and encourage you to take charge of your career. Whether you are already in a leadership position or on your desired path, together we can look at what is holding you back and develop a plan to achieve your goals. Click on the button below to find out your leadership style and schedule a one-to-one discovery conversation to identify what your ideal next steps can do for you.

Discovery Session

My name is Byron Darden, and I help women to break through the barriers that keep them from being their best selves. Through this website, seminars, workshops, and Masterminds, I provide a wealth of information that will get you out of your stuck place and encourage you to take charge of your career. Whether you are already in a leadership position or on your desired path, together we can look at what is holding you back and develop a plan to achieve your goals. Click on the button below to find out your leadership style and schedule a one-to-one discovery conversation to identify what your ideal next steps can do for you

Founder’s Corner

Posted on by Byron Darden

In the event you are reading this blog, you are most likely not asking the question, “how do I apply presence in real time to my leadership?” Instead you may be more curious to know in what specific ways and under what circumstances does your presence make a difference.

First and foremost, we have to show up in order for our presence to be known. How we show up will determine the impact and how long our presence is felt once we leave. In addition, the way we show up also determines how much the memory of our presence precedes us when we walk into that same room again or another room for that matter.

I recall one particular experience of a leader’s presence that to this day, marks one of the most significant and memorable for me. It was a Landmark Forum leader who led the class of three-hundred I attended back in 2012. At one point during the three days of the course, a participant became annoyed and decided to leave the course. As he walked toward the door vocally declaring he’d had enough and was done listening, our Forum leader stopped the participant in his tracks while standing on a stage approximately one-hundred feet away. She never left that spot the entire time that the two of them exchanged words with one another, he wanting to leave, her wanting him to stay.

I was amazed at her power as she continued to hold her authority in the room. No one else seemed to move a muscle during the altercation. The participant managed to break from the Forum leader’s power and leave. She then turned her power toward the rest of us, bringing to our attention that this fellow didn’t just leave the room, he left us behind. “Are you just going to let him walk out on all of the work we had just accomplished together?” She remarked to the rest of us, still not moving from where she stood in command on that stage. We all looked around at one another as though wondering who would move to do something about it. The Forum leader followed up her previous comment with a plea for us to take a stand and go after him.

Suddenly three of four other participants ran out of the room after the guy who left and brought him back. When the course came to an end a day and a half later, I noticed the fellow who had initially left the course seemed to be the most changed. He turned out to be one of the more successful stories of all the participants who finished the course with the rest of us. To this day I recall that experience of a leader who clearly knew who she was, knew her power and continues to be a reminder to me, what it takes to truly grab and hold an audiences’ attention.

Now I invite you to read on and learn a bit more about what Executive Leadership Presence is all about and how mastering your presence can make all the difference in your leadership. Enjoy the read and when you feel the urge to dive into your own developing leadership skills, do let me know and I will help you develop in ways you might find surprisingly beneficial to you, to your company and to your team.

Executive Leadership Presence

Posted on by Byron Darden
Rise to the occasion with support from an experienced corporate coach.

Great leaders have certain traits in common. One of the most common threads I’ve seen of every effective leader with whom I’ve worked throughout the world is their ability to know who they are. They know their strengths, what challenges them most and they are willing to articulate their strengths and challenges in just the right way and at the most opportune time. They are willing to be vulnerable when the situation calls for it. And most of all, they are incredible listeners. They are engaging, drawing you into their inner circle. They speak with authority and conviction yet use humility and empathy. They have a presence about them that results in an authentic connection that builds other’s perception of them as a person that can be trusted with the vision they have for a concept or organization. They inspire and motivate their listeners.

They carry themselves in a way that inspires us to admire their way of commanding a room, and we hang on to their every word, eager to hear what they have to say next.

Each one of these leaders that we admire has something called leadership presence. It’s in how they think, speak and act. The way they hold themselves and connect with people. It’s the self-confidence that commands respect without outright demanding it.

Leaders with such presence can be at the top of an organization or small-team managers. It’s not where you are; it’s how you act. A manager at McDonald’s can have a presence that inspires employees to perform their jobs with pride. In the same way, an effective CEO can inspire a large organization to execute a vision.

These leaders have executive leadership presence. Let’s explore what it is, how you can develop it, and how to add it to your toolkit. Click the button below and let’s explore what’s in your toolkit and determine what more you need.

Toolkit Exploration

What is Executive Leadership Presence?

Posted on by Byron Darden
Control is the power to influence. Power is the ability to direct or influence the behavior of others without force. Influence is the capacity to have an effect on the character, development or behavior of someone or something. Trust must be built in order for the leader to forge the way toward executing the vision.

The type of presence that we refer to is a combination of many factors, including the ability to:

  • Authentically connect with other people’s thoughts
  • Empathize with their feelings
  • Influence actions in service
  • Motivate those being led to an established vision
  • Inspire those to want to contribute to the outcome
  • Get things done

You often see leadership presence and executive presence used interchangeably. I’d like to present a clearly distinct difference.

Leadership presence combines self-confidence, self-worth, self-respect, self-regard, and the ability to relate and connect on a personal level. It means striking a balance between speaking and listening and persuading others without becoming overbearing. 

Executive presence regards the ability to execute on a vision for the betterment of the organization. 

Executive leadership presence has aspects of both.  A leader who uses their presence to execute on ideas. 

While leadership presence is relatively easy to spot because you can see evidence, it’s more difficult to describe. 51% of HR practitioners that are well-versed in the topic say that it’s difficult to define.

What is paramount is that an organization arrive at their own definition of leadership presence. Then build the most appropriate course of action around that definition in order to bring it to life within the culture. The test for determining the effectiveness of leadership development is its workability in real time.