Identifying leadership skills: The key to organisational success

Skills concerning the individual

Adaptability: Adaptability is the ability to adjust to new situations and changing circumstances. It involves being flexible, resilient, and able to cope with uncertainty and ambiguity.

Challenging conventions: The ability to question established norms and ways of doing things. It involves thinking outside the box and being willing to challenge the status quo in order to find new and better ways of achieving goals or solving problems. This skill requires a willingness to take risks and a creative approach to problem-solving.

Creativity and innovation: While creativity is the ability to generate original and valuable ideas, using imagination and divergent thinking to solve problems and bring about new solutions, innovation is the process of transforming creative ideas into practical solutions that bring value to customers or society. It involves the implementation of novel concepts, products, or services that improve existing processes or create new opportunities.

Data analysis: The process of systematically examining and interpreting data to derive insights, identify patterns and make informed decisions. It involves collecting, cleaning, transforming, and modeling data to uncover valuable information that can be used to solve problems and drive business growth. In the context of product development, for instance, this may include analysing user feedback, market trends, and other relevant data sources to identify areas for improvement, prioritise features, and guide overall product development strategy. Effective data analysis is crucial for creating a product that meets the needs of the target audience and is competitive in the market.

Decision making: The ability to make effective decisions that have an impact on the organisation and its stakeholders. It includes the ability to gather and analyse information, consider different options, and make informed decisions. Additionally, effective decision-making also involves communicating decisions to others and gaining their support. Decision-making can also fall under the category of ‘skills concerning others’.

Emotional intelligence: Emotional intelligence refers to the ability to recognise, understand, and manage one's own emotions, as well as the emotions of others. It involves being aware of and regulating one's own emotions in order to make thoughtful decisions and build strong relationships, while also being able to perceive and empathise with the emotions of others. Emotional intelligence includes a range of skills such as self-awareness, self-regulation, motivation, empathy, and social skills.

Entrepreneurial spirit: A mindset that is willing to take on risks and create new opportunities for themselves and others. It involves a willingness to innovate, experiment, and pursue new ideas or ventures in order to achieve success. People with entrepreneurial spirit often exhibit traits such as creativity, curiosity, resilience, and a strong work ethic.

Growth Mindset (aka active learning): Growth mindset refers to the belief that intelligence and abilities can be developed and improved through dedication and hard work. Individuals with a growth mindset tend to view challenges as opportunities to learn and grow, rather than as roadblocks to their success. They embrace failures and setbacks as chances to learn and develop new strategies. This mindset can lead to a more resilient and persistent approach to tasks, as well as a willingness to take on new challenges and explore new opportunities.

Improvisation: Improvisation refers to the ability to think on your feet and respond effectively to unexpected situations or challenges. It involves being creative, resourceful, and flexible in the moment.

Innovation management: The process of managing an organisation's innovation efforts, including generating, developing, and implementing new ideas, products, or services. It involves creating an environment and culture that fosters innovation, developing strategies for identifying and evaluating new opportunities, allocating resources to innovative projects, and managing the innovation process from idea generation to commercialisation.

Mental fitness: Mental fitness refers to the ability to effectively manage and regulate one's own emotions and thoughts, particularly during times of stress or adversity. It includes skills such as stress tolerance, resilience, and mindfulness, which can help individuals maintain their well-being and productivity even in challenging situations.

Open-mindedness: Open-mindedness is the willingness to consider different perspectives and ideas, even if they are different from your own. It involves being receptive to new information and being willing to change your opinions or beliefs based on evidence.

Product vision: A clear, inspiring, and long-term picture of what a product should be or achieve. It includes understanding the product's target audience, its unique selling proposition, competitive landscape, and how it fits into the larger company strategy. Having a strong product vision enables a leader to guide their team towards a common goal and make informed decisions that support the product's success.

Prototyping: The process of creating a preliminary or early version of a product or system to test its viability, usability, and effectiveness. Prototyping can help to identify potential problems and opportunities for improvement early on in the development process, leading to more efficient and effective final products. It can take various forms, from simple sketches or wireframes to more advanced interactive models.

Risk management: The process of identifying, assessing, and prioritising risks in order to minimise, monitor, and control the probability and/or impact of negative events or to maximise the realisation of opportunities. It involves analysing potential risks, developing strategies to address those risks, and implementing those strategies to mitigate or avoid negative consequences. In the context of product development, risk management can include analysing technological risks, market risks, and other factors that could affect the success of the product. The goal is to minimise the negative impact of risks on the project's timeline, budget, and quality, while maximising the opportunities for success.

Self-awareness and reflection: The ability to reflect on one's thoughts, feelings, and actions in order to gain insight into one's own personality, behavior, and motives. Self-awareness enables individuals to understand their own strengths and weaknesses, and to recognise how their behavior affects others. It is an important component of emotional intelligence, and is often considered a foundational skill for personal growth and effective leadership.

Technical expertise: The knowledge, skills, and abilities that an individual possesses related to a particular technical subject or field. In the context of a tech organisation, technical expertise refers to a deep understanding of the technical aspects of the product or service being developed, including its architecture, coding, and infrastructure, as well as the broader technology landscape and trends within the industry.

Time management: Time management refers to the ability to plan and organise time effectively, prioritise tasks, and manage deadlines. It involves setting goals, creating schedules, and being able to adapt to unexpected changes in order to maximise productivity and achieve desired outcomes.

Understanding the big picture: The ability to see the broader context or implications of a situation or project, and to comprehend how the different components fit together to achieve the overall goals. It involves a strategic approach to problem-solving, decision-making and resource allocation, considering the long-term implications and impact.

Visionary thinking: The ability to develop and communicate a clear and compelling vision for the future of the organisation. It involves the ability to think creatively and strategically about the organisation's direction and to inspire others to work towards achieving that vision. Therefore, visionary thinking would fall under the category of skills concerning the individual.

Skills concerning others

Active listening: A communication skill that involves fully concentrating on and understanding what the speaker is saying, and demonstrating this understanding through verbal and nonverbal cues. It requires avoiding distractions, asking questions for clarification, and summarising or paraphrasing the speaker's message to ensure comprehension. Active listening promotes effective communication, builds trust and rapport, and improves relationships.

Agile methodology: Agile methodology is an approach to project management that emphasises flexibility, collaboration, and rapid iteration to deliver high-quality products or services. It entails adopting a mindset that values adaptive planning, constant learning, and continuous improvement. As a leadership skill, it involves creating an environment that fosters creativity, innovation, and teamwork, while also promoting transparency and accountability. By embracing agile principles and practices, leaders can help their organisations stay competitive, responsive, and adaptable in an ever-changing business landscape.

Clear communication: The ability to convey information and ideas effectively to others, in a way that is easy to understand and encourages engagement and collaboration. This process includes using appropriate language and tone, actively listening to others, asking questions to clarify understanding, and providing feedback to ensure that communication is effective. Leaders who possess strong communication skills are able to inspire, motivate, and guide their team members, and can create a positive and productive work environment. 

Coaching and mentoring: The ability to guide individuals or teams to reach their full potential. Coaching improves an individual's performance by setting goals, identifying areas of improvement, and providing feedback and guidance. Mentoring provides guidance and advice to individuals seeking to develop their skills, knowledge, and career paths. Both skills require strong communication, active listening, empathy, and commitment to helping others succeed. Effective coaching and mentoring involve setting clear expectations, providing regular feedback and support, and being flexible and adaptable to the individual's needs and goals.

Collaboration, including virtual collaboration: The ability to work effectively with others towards a common goal or purpose. It involves actively participating in a team, communicating openly, listening to others' perspectives, and contributing one's own skills and knowledge to achieve the desired outcome. Collaborative skills also include problem-solving, conflict resolution, and decision-making, as well as being able to adapt to different team dynamics and work styles. Effective collaboration requires individuals to be accountable for their contributions and committed to the success of the team.

Compassionate conflict: Managing conflict in a respectful, empathetic, and productive manner. Leaders with this skill understand the different perspectives and needs of those involved in the conflict, and create a safe and supportive environment for dialogue and resolution. They listen actively, communicate effectively, and encourage empathy and understanding among team members. By approaching conflict with compassion, leaders can de-escalate tensions and find mutually beneficial solutions. This skill also involves setting clear boundaries and expectations, addressing power imbalances, and promoting fairness, equity, and justice within the team or organisation.

Empathy: The ability to understand and share the feelings of another person. It involves being aware of and sensitive to others' emotions, perspectives, and experiences, and being able to communicate this understanding effectively. Empathy is an important skill in building relationships, resolving conflicts, and demonstrating compassion and understanding towards others. Read: Making Empathy Central to Your Company Culture, Harvard Business Review

Empower others to self-organise: Giving individuals or teams the authority, resources, and support they need to take control of their own work and make decisions. It involves delegating tasks, setting clear expectations, providing feedback, and offering guidance and support as needed, while also giving others the freedom and flexibility to manage their own work in a way that best fits their strengths and preferences. This helps foster innovation, creativity, and engagement, and create a more dynamic and adaptable team culture.

Feedback: The ability to provide constructive feedback to team members to help them improve their performance, as well as being open to receiving feedback oneself. This involves being able to communicate feedback in a clear and respectful manner, actively listening to feedback provided, and using it to make changes and improve one's own performance. Effective feedback skills are essential for building strong relationships with team members, fostering a culture of continuous improvement, and achieving organisational goals.

Fosters a sense of connection and belonging: The ability to create a work environment where individuals feel connected to each other and to the larger organisation. It involves building relationships based on trust, respect, and shared values, and creating opportunities for collaboration, social interaction, and team building. Leaders who possess this skill are able to create a sense of community within their teams by encouraging open communication, active listening, and empathy. They celebrate diversity and encourage individuals to share their unique perspectives and experiences. By fostering a sense of connection and belonging, leaders can help to increase engagement, motivation, and commitment among team members, which can lead to improved performance and job satisfaction.

Nurturing growth: The ability to support and encourage the growth and development of individuals or teams. It involves providing opportunities for learning, development, and skill-building, and creating a work environment that fosters creativity, innovation, and continuous improvement. Leaders who possess this skill are able to identify and develop the potential of individuals within their teams by providing feedback, guidance, and support. They create opportunities for learning, such as training programs or mentoring relationships, and encourage individuals to pursue their passions and interests within the scope of their work. By nurturing growth, leaders help individuals to feel valued, engaged, and motivated, which can lead to increased productivity and job satisfaction.

User-centricity: Prioritising the needs and preferences of users when making decisions about products, services, and strategies. This requires leaders to have a deep understanding of their customers and to place them at the center of the decision-making process. Leaders who adopt a user-centric approach can create products and services that better meet the needs of their target audience, leading to higher levels of customer satisfaction, engagement, and loyalty. Ultimately, this can help businesses to achieve long-term success and growth.

Skills concerning organisational culture

 Being open to new ideas and approaches: Willingness to consider and explore different ways of thinking, problem-solving, and decision-making. Being receptive to feedback and suggestions from others, even if they challenge your current beliefs or practices. It also means being flexible and adaptable in the face of changing circumstances or unforeseen challenges. Leaders who possess this skill are often more approachable, supportive, and collaborative. They encourage creativity, experimentation, and risk-taking within their team, and are more likely to embrace diversity and inclusion. They understand that innovation and growth come from new ideas and perspectives, and are willing to take calculated risks to achieve success.

Cultivating inclusivity: Actively creating an environment where diversity is valued, and all team members feel welcomed, respected, and supported. Leaders who prioritise inclusivity work to identify and eliminate biases and barriers, while also promoting diversity and creating a culture of belonging. This may involve promoting education and awareness around diversity issues, creating diverse and inclusive hiring practices, and actively seeking out diverse perspectives and experiences. Leaders who cultivate inclusivity are able to create a more productive and innovative team, where all team members feel empowered to contribute and succeed.

Empowerment: Giving team members the authority, resources, and support they need to make decisions and take ownership of their work. Empowered team members have the confidence to take on new challenges and to innovate, knowing that they have the support of their leader. Empowerment involves delegating tasks, providing training and feedback, and creating a culture of trust and accountability. Leaders who prioritise empowerment create a more engaged and motivated team, as team members feel valued and trusted to make a meaningful contribution to the organisation's success.

High ethics and moral standards: Leaders who exhibit high ethics and moral standards demonstrate the ability to act with integrity, honesty, and fairness. They are committed to doing what is right, even when faced with difficult or unpopular decisions. Ethical and moral leaders hold themselves and others accountable for their actions, which creates a culture of trust and credibility. This fosters loyalty, confidence, and positive reputation among team members, customers, and stakeholders. Ultimately, prioritising ethics and morals as a leadership skill can lead to increased respect, trust, and success for both the leader and the organisation.

Inclusivity: The ability to create an environment that values and respects diversity, and encourages all individuals to participate and contribute. Inclusive leaders embrace differences, promote fairness and equity, and foster a sense of belonging and acceptance for everyone. They actively seek out and listen to diverse perspectives and make decisions that are inclusive and equitable. Inclusive leaders help to create a culture of acceptance and mutual respect, which can lead to higher levels of engagement, productivity, and innovation within teams and organisations.

Inspiring vision: The ability to communicate a compelling and clear picture of the future that inspires and motivates others to work towards achieving it. Leaders with an inspiring vision are able to articulate their goals and objectives in a way that resonates with their team members and stakeholders. They are able to create a sense of purpose and direction that guides the organisation towards success. An inspiring vision inspires innovation, creativity, and engagement among team members, driving them to go above and beyond to achieve the shared vision.

Leading change: Ability to manage and guide an organisation through a period of transition or transformation. Leaders who are skilled in leading change have a clear vision of the desired outcome, and are able to communicate that vision to their team members in a way that inspires and motivates them. They are also able to identify and manage potential obstacles and risks, while also leveraging opportunities for growth and improvement. Leading change requires strong communication skills, strategic thinking, and the ability to build and maintain relationships with stakeholders.

Provides safety for trial and error: Creating an environment where team members feel comfortable taking risks and making mistakes without fear of negative consequences. This encourages creativity, experimentation, and innovation, which can lead to breakthroughs and improved outcomes. Leaders who provide safety for trial and error create a culture of psychological safety, where team members feel valued, supported, and trusted. They encourage their team to try new things and take risks, recognising that not every idea will succeed but that failure is an essential part of the learning process.

Psychological safety: The ability to create a positive work environment where team members feel safe to express their thoughts, ideas, and concerns without fear of judgment, retaliation, or ridicule. Leaders who prioritise psychological safety are empathetic and actively listen to their team members, valuing diverse perspectives and promoting open communication. They create a culture of trust and collaboration where team members feel comfortable taking risks and making mistakes, which can lead to innovation and growth.

Respect: Respect involves treating others with dignity, courtesy, and consideration, regardless of their status, position, or background. Respectful leaders show genuine interest in the perspectives and opinions of others and create a safe and inclusive environment where everyone feels valued and heard. They are empathetic, supportive, and fair in their interactions with others, and recognise and appreciate the unique contributions of each team member. Respecting others fosters trust and encourages collaboration, leading to better teamwork and improved organisational performance.

Storytelling: Storytelling is the art of communicating a message through a narrative or a series of events. Leaders who are skilled in storytelling can engage and connect with their team members and stakeholders on an emotional level, making their message more memorable and impactful. Storytelling can be used to inspire, persuade, and motivate others, and can be particularly effective in communicating a vision or a company's values and mission.

Strategic thinking: Strategic thinking is the ability to analyse complex situations, identify potential opportunities and threats, and develop a long-term plan of action that aligns with the organisation's goals and objectives. As a leadership skill, strategic thinking involves anticipating future trends, understanding competitive landscapes, and making informed decisions that enable the organisation to stay ahead of the curve. Strategic thinkers are able to consider multiple perspectives and data points to develop creative solutions that drive innovation, growth, and success.

Teamwork and fellowship: Creating an environment that fosters collaboration, mutual support, and a sense of community among team members. Creating a culture of respect, trust, and inclusion, where everyone feels valued and supported. Encouraging open communication and constructive feedback, and model behaviour that promotes teamwork and fellowship. Providing opportunities for team building and socialising outside of work.