"One of my direct reports draws from the techniques we learned in our leadership development workshops. I have observed her exponential growth in cultivating and applying -- sooner rather than later -- "carefrontation skills" with those she manages."
Elizabeth Racheva
Chief Philanthropy Officer
Washington Performing Arts
There are a myriad of responsibilities leaders, supervisors, and managers have, in addition to the technical expertise they bring to their positions. Their skills should include:
Communication
Communicate effectively and often
Creating, endorsing, and supporting corporate culture
Creating and sharing the vision and mission
Dealing with conflict in a timely and thoughtful way
Having the difficult/missing conversation
Obtaining commitments
Providing timely and relevant performance feedback
Setting values and monitoring performance alignment with values
Soliciting and valuing input
Operations
Budget/financial performance
Delegation
Establishing and nurturing partnerships
Establishing priorities
Establishing succession planning
Goal setting
Holding people accountable
Leading change initiatives
Managing up/down/across
Monitoring progress
Negotiating
Pivoting when necessary
Problem-solving
Setting clear expectations
Staffing – hiring, promoting, developing staff
Understanding and applying policies and procedures fairly and consistently
People skills
Career/professional development your own and staff
Know the staff and stakeholders
Motivate self and others
Stress management – your own and staff
Use of transparency
When your leaders, managers, and/or supervisors do not have the skills or their skills are not at the level that serves your organization well, highly-interactive, workshop-style leadership, supervisory, and managerial training can result in leaders, supervisors, and managers who are knowledgeable, capable, confident, calm, and effective.
