Leaders aren’t born, they’re made

Leadership is a topic that cannot be ignored by companies as it has a direct impact on the culture and success of companies. Although it is possible to admit that there are people who are born with personality traits conducive to managing people, a person is made into a leader by following a specific path, learning, and developing themselves. Companies need to focus on their processes for creating leaders, since the behaviors and attitudes of leaders are constantly scrutinized by their teams and replicated in the workplace.

While it is true that strong leadership can attract talent to companies, ineffective leadership can have real monetary costs for organizations, since, according to Gallup’s most recent report, 70% of the commitment and turnover of professionals in companies, can be explained by their perception of leadership practices.

Productivity and the loss of skilled professionals is highly detrimental to the activity and success of any organization. Therefore, according to the report “Creating People Advantage 2023”, developed by the Boston Consulting Group (BCG) and the World Federation for People Management Associations (WFPMA), an investment in leadership development must become a prioritity in a company’s business strategy, as it directly affects the organization’s culture.

So what are the skills good leaders need? In addition to the ability to inspire, involve and motivate employees to perform their duties, professionals in leadership positions must seek to create safe environments and build relationships of trust, based on open dialogue and transparency. A good leader accepts their vulnerabilities and isn’t afraid to have difficult conversations.

Acquiring these skills may not be an intuitive process, because leaders are not born, but must be created. That’s why it’s important to invest in the development of several essential skills, including building trust in teams, knowing their capabilities and values; developing communication skills, such as managing expectations; knowing the reality of the business and the organizational strategy, and considering its challenges and opportunities; and the ability to move forward and help professionals find a solution to any arising challenges.

As a result, companies musr prioritize the continuous development of leadership skills, seeing it as a way of advancing employees with potential, within their internal structure. To do so, may mean the implementation of specific leadership programs aimed at developing practical skills. These programs can include the creation of individual and team reflection spaces, based on constructive feedback, the creation of spaces for sharing experiences and knowledge — such as meetings or more social outlets — the accompaniment and guidance of professionals by more experienced leaders and specific, targeted training to address gaps and strengths.

In this context, the emphasis on experientialism is particularly powerful. By progressively giving leadership responsibilities to employees, anyone interested in becoming a leader, can walk in the shoes of a leader. This approach allows them to learn by doing, seeing if the reality aligned with what they would like to do in the future. In addition, companies can assess if these professionals would be a fit to be a manager. This process aims to provide informed, conscious decisions, preventing individual and organizational expectations from being disappointed. In addition, careful deliberation about promotions ensures that they are always aligned with personal and corporate objectives, and is advantageous for both parties.

Leadership goes far beyond titles, and it can be formal or informal. People who are not afraid to think strategically and take initiative within their scope and area of specialization demonstrate potential that can be worked on to achieve excellence in team management. As a result, companies not only benefit from having formal leadership onboard, but also from the promotion and development of informal leaders.

In today’s business world, quick adaptation to changing economic, technological, and social scenarios, and the rapid evolution of the market context, create a requirement for leaders to be capable of assimilating new knowledge and strategies, while remaining effective in their roles. Access to specialized programs focused on leadership and the development of positive and inspiring environments, strengthens the foundations leaders need to face the complex and dynamic challenges of the corporate world, resulting in leaders who are more ready, efficient, ethical, and innovative.

This article was written by Cyril Desmedt, People Development Specialist @ tb.lx, and originally published in Portuguese in Human Resources Portugal as “Os líderes não nascem, são criados” on 16th of February 2024.

🚛🌿 If you’d like to know more about how we work at tb.lx, our company culture, work methodologies, tech stack, and products you can check our website and join our journey in creating the transportation solutions of tomorrow through our social media accounts: LinkedIn, Instagram, Youtube, Twitter/X, Facebook. 💻 🔋