Stepping up to be the leader you can be

This blog has been contributed in partnership with Christine Khor, CEO and Founder of Peeplcoach.

As young children we are taught to admire and listen to leaders. At school we are encouraged and recognised for being class captain, sports captain or school prefect.

As we move into further education and then the workforce we are again encouraged, recognised and rewarded for being in leadership roles.

Historically, and a little cynically, leaders have been promoted because of their technical performance or expertise, tenure or connections. But with leadership and the role of leaders changing, we must ask ourselves, 

The Cambridge Dictionary defines a leader as “a person in control of a group country or situation” and “control” is defined as the ability to “order, limit or rule something or someone’s actions or behaviours”.  And whilst these might have been relevant definitions a century ago when employees had no rights and were often seen as paid slaves or servants, are these definitions still relevant today?

In 2024 leaders who direct, control or intimidate are not the leaders who will be successful in the longer term.  I found this definition of a leader and I like it.

Leadership is easy when people do what you tell them to do, without debate or justification just because you have authority and they do not. Anyone can lead when people HAVE TO listen and obey. Like children, wouldn’t we all be great parents if our children did what we told them every time without arguing?

But in 2024 leadership is not easy, and it is definitely not for the faint hearted. And it might not be for you. Leadership is not an entitlement because you are an expert or been in your role a long time. It is a responsibility and takes work and commitment.

We’ve compiled a list of key attributes of a leader in 2024 and beyond.

In 2024 successful, impactful, and inspiring leaders are described as vulnerable, honest,  open, curious, confident, empathetic, decisive, and real!

True leaders are NOT always right, they ask for help and they have flaws.

One of the most important attributes of the modern leader is empathy. A recent research study Mark McCrindle Generations Defined highlights that Generation Z is the first generation that has empathy in their top 3 values. Prior to this generations like the baby boomers, through to Gen Y have consistent values of approachable, clear communication and integrity/accountability. However, with Gen Z these values have changed to approachability, clear communication and empathy.

Empathy occurs when one person feels acknowledged, heard, and understood by another. Where individuals feel safe and able to share their feelings and emotions. This does not necessitate consensus or agreement, it means acknowledgement.

Unfortunately, traditional leadership has often been more directive than empathetic. Leaders have been anointed for their knowledge and skill, not necessarily for their ability to understand or motivate individuals or teams.

This could mean the emergence of a new type of leader, where human and people skills are the key differentiator in a world of AI and automation. 

ACTION ✅   How have you shown your human and empathetic side to your team lately? If not, why not? 

Great leaders are aware of their strengths and skills but are also aware of the behaviours that form risks to their performance. They accept their blind spots and acknowledge areas for improvement. And whilst they might not like to hear about their shortfalls, they accept them and are constantly working to improve and mitigate risks.

Now there are many reasons we may avoid being honest with ourselves:

ACTION ✅ What leadership skill or behaviour is currently your Achilles heel, and what are you going to do to mitigate the risk of this behaviour?

Sometimes life and situations are unfair, unacceptable, and frustrating. We’re all human, but rather than dwelling on negativity, great leaders look for solutions and ways to rectify the situation. 

And whilst it is everyone’s responsibility to take actions to create a more equal world, sadly, the only person you can truly change is you.

ACTION ✅  What is a situation you are frustrated about, and what can you do to change it?

No one loves to be criticised, to upset people, to be unpopular or to fail. Humans are hard-wired to belong, but strong leaders have the courage to stand out in the crowd and make the tough decisions, even if that incurs criticism.

Sometimes these decisions will be wrong. They could have been made with incomplete information or clouded judgement, but they still needed to be made. Effective leaders often have to make decisions in imperfect situations and require the ability to move forward after mistakes are made.

You cannot be an impactful leader if your driving principle is to make everyone happy and maintain friends. 

ACTION ✅ What conversation or decision are you avoiding today for fear of being criticised?

Nothing is perfect. No organisation, no team, no processes, no leader, no partner, spouse, or project is perfect.

Perfectionism is actually the enemy of great leadership. Why?

ACTION ✅ When you find yourself being a perfectionist, ask yourself,  What is the cost or benefit of delaying moving to the next step? Set a deadline and stick to it. 

Think about any well-known brand you respect – Nike, Amazon, Adore Beauty, or Samsung. They are all very successful brands because they offer great service and product, but we know them because they advertise. Do you think they would be as well known if they didn’t advertise? 

ACTION ✅   What recent achievement or outcome can you be proud of and who will you tell?

Guilt is defined as “the fact of having committed a specified or implied offence or crime”

Guilt is an emotion that is all encompassing and takes a lot of energy, but it can be useful IF you are going to do something about it. All emotions are important if they drive you to make change and rectify. They are destructive if you let them fester and grow unchecked.

Guilt can be conscious or unconscious. You might feel guilty because the demand of your role, the hours at work or constant travel keep you away from home. Or maybe you feel guilty because you are the most successful in your family, group of friends and this is making you different. Or maybe you feel guilty because you are more competent than your peers and you don’t want to make them feel bad about their own skills or performance.

In each case, the key is to acknowledge these feelings and channel them constructively. Use your guilt as a signal to address imbalances, communicate openly, and create environments where both your success and your relationships can thrive. If managed well, guilt can be a powerful catalyst for personal growth and enhanced leadership.

ACTION ✅   What is something you feel guilty about and what action will you take today to remove this guilt?

Great leaders balance their priorities to ensure that they are spending sufficient time on strategy. 

Some leaders are ruthless with their time, ensuring that they only spend time to on value-add activities, not on work that someone else could easily do at less of a cost. They know how to prioritise, when to say no and when to say yes. 

Value-add activities take time, reflection, patience, and quiet space without interruption. Great strategy requires some collaboration time, as well as time spent alone to explore opportunities and ponder. Often time spent strategizing is not rewarding in the short term as there is no clear outcome or accolades. But great strategies will move the dial on performance and long-term success.

ACTION ✅   Record your activities over the next week to understand where you are spending your time –  tactical work, meetings, strategy, people, other…. are you happy with this allocation of time. If not, what will you change and when?

Successful professionals in any sphere are always learning. They are curious about what is happening in their industry, always asking why, and why not. and they have a plan to improve themselves, their team, and organisations.

For leaders, this commitment means more than just acquiring new skills; it involves a holistic investment in personal and team wellbeing. It’s about supporting mental health, fostering a supportive culture, and surrounding oneself with individuals who champion these values.

ACTION ✅ Who do you admire? Who is a good role model for performance and success? What do you want to learn in the next 12 months?

Great leaders have the courage to ask…. for information, for resources, for respect, for what they need.

They do not wait to be told, or for permission or for a promotion.

They are considered, they are rational, and they have evidence for what they need.

They know their worth and are comfortable to ask for acknowledgement, recognition and reward for their skills and performance.

Good leaders look after their people, creating cultures of high-performance sustained by wellbeing. 

If you would like to find out more about how Peepl Coach are creating leaders, one coaching conversation at a time. Book a call with us here at:

www.peeplcoach.com  | 1800 PEEPLC |  hello@peeplcoach.com

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