What are the leadership behaviours that have been proven to enhance performance and retain talent? The Full Range Leadership model (Bass & Avolio) has the answers.
I’ve been a fan of MLQ Leadership Assessments since first coming across them in 2006 and can bare testament to the number of successful leadership development journeys people who have taken the assessments have taken. For some, the assessment helped them tweak their behaviours to get the most from their teams. For others it was a wake up call that, once heeded, helped them stem the flow of talent leaving their business. This post introduces the six key leadership areas successful leaders focus on and provides some examples of the behaviours Transformational Leaders use.
The Full Range Leadership Model
For those not familiar with the model it’s shown on the rbelow (courtesy of MLQ International):
The Top Six Leadership Behaviours
1. Building Trust
The first of the ‘Transformational Leadership Behaviours’ is Building Trust. Ensuring that your people look upon you with respect by doing the following:
- Instilling pride in people for being associated with you;
- Going beyond your self-interest for the good of the group;
- Acting in ways that builds others” respect for you;
- Displaying a sense of power and confidence.
2. Acting With Integrity
Being seen as a leader who always acts with integrity and ethics, displaying a real sense of purpose by:
- Talking about your most important values and beliefs;
- Specifying the importance of having a strong sense of purpose;
- Considering the moral and ethical consequences of decisions;
- Emphasising the importance of a collective sense of mission.
3. Inspiring Others
The extent to which you demonstrate a positive view of the future and of what needs to be done by:
- Talking optimistically about the future;
- Providing positive communication about what needs to be achieved;
- Articulating a compelling vision of the future;
- Expressing confidence that goals will be achieved.
4. Encouraging Innovative Thinking
Challenging your people to be innovative and encouraging input by:
- Re-examining critical assumptions to question their appropriateness;
- Seeking differing perspectives when problem solving;
- Getting others to look at issues from different angles;
- Suggesting new ways of completing assignments.
5. Coaching People
Being seen as someone who focuses on developing the individuals within your team/business by:
- Spending time teaching & coaching;
- Treating people as individuals rather than just members of a group;
- Considering each persons’ differing needs, abilities and aspirations;
- Helping people to identify and develop their strengths;
6. Rewarding Achievement
Making sure that you provide appropriate and timely awards for achievements by:
- Providing others with assistance in exchange for their efforts;
- Talking specifically about who is responsible for achieving performance targets;
- Expressing satisfaction when expectations are met;
- Clarifying exactly what outcomes are expected;
- Delivering what is promised in exchange for support.