The Selection Process
25 November, 2022
How are great HR leaders made?
A leader is one who knows the way, goes the way and shows the way. – John Maxwell
How HR professionals can radiate the trait of leadership in their business concerns and what should they do to encourage their people and assist them in reaching their true potential is what we will cover in this article. Let’s begin!
The modalities of structuring and developing leadership skills might be numerous. But without your people truly believing in your leadership style, you can’t claim yourself as a great leader. High-quality leaders have proven themselves time and again to set healthy boundaries with their teams and employees, by giving them a platform to rise and grow in the workplace. To be in a place to get the people to do the greatest things is what makes a leader.
The notion about leadership models is almost the same but the way leaders approach them is what makes a big difference. It also determines your company's success in the long term. Integrity, communication, problem-solving, innovation, and friendliness are some of the qualities associated with a leader.
What is Leadership?
A leader has the potential to influence the behavior of others. They have what it takes to mold a team or group toward the attainment of common organizational goals and ultimate objectives. It is more of a human factor that allows a leader to work with zeal and enthusiasm with others.
What makes a good HR leader?
Good leaders are not born but made. We have combined a few abilities efficient leaders are known to have along with that mindset to step up and become the best:
1. Adopt an interpersonal approach
Recline and do away with that frowning face and opt for healthy positive methods to resolve grievances within the workplace. Out of all 4 Ms of business, Men are the most crucial ones. People want to be seen and treated well. So be someone whom your peers and subordinates can look up to. Guide and motivate them to perform their jobs well and listen to their needs. Be a ‘people-person’ to create better and high-performing work groups.
2. Be a linchpin
Act as an anchor of stability and support. An effective leader gives tongue to a highly engaged work atmosphere where everyone feels motivated and fulfilled. Be honest and open to conflict and resolve such conflict with transparency and honesty.
3. Compassion
Leaders who show rapport with their employees are successful because HR is after all about managing the people around you. However logical, strategic, and data-driven we can be, there’s a different place for leaders with the power to sympathize with people and understand from their perspective. When you put yourself in the employee’s shoes, they appreciate you and trust in your people management tactics to drive them towards work satisfaction and goal achievement.
4. High-end knowledge
First master all the basics of people management. And then strengthen your knowledge by staying up to date with the latest work trends, jobs, research, developments, and ideas in HR to lead your group properly and righteously. Expand your expertise and learn more on the side of how to manage and support your team. Be a part of events that offer you deep insight into cultures, norms, strategies, relationships, and general learnings to upskill your leadership game. You may also opt for online courses, lectures, coaching, diplomas, courses, etc. to refine or redefine what you know about tackling talent around you.
Models of Leadership
1. Trait theory
The trait theory of leadership reflects on the charisma, characteristics, and personality of leaders in general. It inculcates both the features of successful and unsuccessful leaders. The following traits are considered by scholars to predict the effectiveness of one’s leadership:
Physiological- looks, height, weight, and personal appearance
Demographic- age, socio-cultural background, economic background, education history
Cerebral- intellectual, reasoning, problem-solving, knowledge, judgment
The task associated- productivity, initiation, drive, persistence
Social- relationship, sociability, cooperativeness
The above-mentioned traits are compared with those of potential leaders to match the likelihood of success or failure. With phenomenal research conducted in the 20th century, the traits of a successful leader have been established. These features are not solely responsible to make a great leader but they are just the prerequisites of being one.
But this theory has been criticized based on a multiplicity of characteristic leadership traits that have been identified. Many believe that these are only simple generalities and vary from person to person and their role in the business setup.
2. The Behavioral Model of Leadership
Protagonists of this theory believe that HR must learn to adapt to a certain set of behaviors to be an effective leader. This theory has its roots in the research conducted at the Ohio State University where attempts were made to isolate two dimensions of leadership behavior, which were:
Initiating structure- the people high on this score help their subordinates to reach the company goals with persistent communication, planning, and scheduling of work activities.
Consideration- this score indicates how a leader is empathetic toward his subordinate's needs and places their needs before his own. He acts with understanding and shows rapport and trust in dealing with others.
Thus, this theory simply puts forwards the idea that being high on one dimension doesn’t necessarily mean being low on the other. Because good leaders happen to have a positive relationship between these two dimensions.
Are you a leader or a manager?
The terms leader and manager are often used synonymously, but this is an incorrect notion. A person becomes a leader owing to his personality traits and qualities. While a person becomes a manager by his position. He ought to provide leadership assistance to his colleagues but leadership is voluntary and leaders think beyond their self-interests. So it can be worthwhile to say that all managers are leaders but all leaders are not managers.
Final word
Our aim in elaborating the core of leadership is to aware our readers and potential businesses grasp the keen knowledge required to become HR strategists and what the current world of work wants from HR leaders- and what they don’t.
As a trusted HR and recruitment firm, the Patron Career Staffing team has helped place effective talent in required workplaces. To learn more about how PCS can help with your temporary and permanent staffing needs, visit our website www.patroncareer.ca.
