"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 for self 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.

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"Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in."
– Stan Slap
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