When most people are asked the question, “what makes a great leader?” the responses are predictable, with a list of qualities that most often includes confidence, charisma, and energy. But there is a whole other type of leader that tends to be forgotten: the silent leader.
What exactly is quiet leadership? Simply put, it is the ability to inspire, motivate, and encourage through action instead of words. While a boisterous leader may have the right effect in some cases, they are certainly not the right fit for every company or team. Fortunately, anyone can adopt a quiet leadership style by practicing a few important behaviours that I’ve detailed below:
- Effective Listening
- An ability to listen to others and actually hear what is said will ensure everyone feels respected and has ownership in the work of the company.
- To be a successful quiet leader, your employees must trust you implicitly. Being truthful will ensure loyalty from your followers.
- This goes hand in hand with honesty. While remaining quiet, you must still ensure you are open and approachable to your team.
- Even as a leader, you do not put yourself above your team. You hold yourself to the same standards and accountability as your employees.
Keep in mind that although a quiet leader may be in the background a lot of the time, they still have an air confidence about them that people respond to. Leading by example and not just “talking the talk” can be the best way to motivate your staff. When you build the right relationships with your employees, you will find that you no longer have to be loud in order for them to listen.
Have you ever adopted a quiet leadership style within a team? Was it successful? Please share your experiences in the comments!
It’s hard to believe, but we will soon be entering the final quarter of the year. It’s an important time to ensure your business is on track with achieving its goals, in addition to setting your goals for the year to come. But depending on what your anticipated goals are, you may want to set something a little more specific – key performance indicators. While similar, the two can greatly differ so knowing what these differences are can surely help move your business in the right direction.
What Are Key Performance Indicators (KPI)?
A Key Performance Indicator (KPI) is a measurable value that demonstrates how effectively a company is achieving key business objectives. While goal setting illustrates a set of objectives you’d like to achieve, implementing a KPI will actually measure the success in achieving these targets. More importantly, however, is to know what type of KPI to implement, and this all depends on your type of business and what part of the business you’d like to track.
For example, if you’d like to see how your marketing efforts are assisting your sales objectives, setting an Incremental Sales KPI would prove highly beneficial. This specific KPI analyzes how your marketing efforts have increased your sales revenue during a specific campaign. The end result of a KPI will show you if the resources and budget you’ve allocated to a specific campaign, resource or individual have proven effective.
KPIs can fall under the following categories:
- Financial Metrics
- Customer Metrics
- Process Metrics
- People Metrics
How Do I Know The Right KPIs For My Business?
While setting KPIs are beneficial to your business, they can be just as detrimental to your time management if you do not set the correct ones. There are thousands of KPIs to choose from, and it can be overwhelming not knowing where to start. Here’s a tip – not only do you want to select KPIs that suit your industry, but ensure they also match your strategy. Additionally, ensure the targets or goals you are evaluating performance against are SMART (Specific, Measurable, Attainable, Relevant and Time-bound). By using this key formula you are ensuring both your goals and KPIs are achievable.
Where Do I Start?
Are you interested in incorporating KPIs into next year’s strategy? Start with these simple steps:
- Define what areas of the business you’d like to measure.
- Identify what questions the decision-makers, managers or external stakeholders need answers to.
- Select your KPIs. Consult your peers and business coach/advisor for input.
- Measure, measure, measure, don’t stop measuring when results are unsatisfactory.
Never hesitate to change or add KPIs throughout the year. After all, the main purpose of a KPI is to inform decision-making!