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If you aspire to leadership, know how to manage your own thinking and practices. Six questions to ask yourself.


Of course, good managers are successful in managing employees. The first priority for leadership, however, is for bosses to know how to manage themselves.

For long-term success, bosses really should continually focus on their development and learning. They need to know themselves well and to determine the necessary re-tooling skills for them to fill their personal gaps.


This is facilitated by analyzing your strengths and weaknesses with frequent self-assessments.

Be aware of red flags — from failures to rein in employees who fail to perform — to failures in implementing personal improvement plans for poor performers.

So, your personal assessment of your skills will be most helpful.


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Ask yourself six questions:

1. How do you prioritize your time?

Effective time management requires astute judgment. You must be able to analyze the big picture so you can harness your resources, and obtain the most impact from your tactics and actions.

2. How do you listen for good communication?

You must pay close attention to your management challenges. This starts with active listening and monitoring your staff. To prepare yourself to inspire employees, you must be able to deal with their concerns and answer questions in order to motivate them.

3. How is your strategic thinking?

For effective decision-making, you must be visionary in establishing policy, directing employees, and allocating resources.


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4. How are your skills in execution?

It’s one thing to think strategically. But it’s another to have have the courage and tenacity to act.

5. How do you stay composed in uncertain times?

“There is nothing permanent except change,” according to Greek philosopher Heraclitus in 540 BC. That’s still true today.

Businesses are constantly in the midst of change. This necessitates confidence and the ability to inspire employees. Therefore, think and act confidently.


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6. How do you ensure performance?

If you want employees to act on your vision, it’s best to repeat your message and in multiple ways: For example, consider experiential learning, class training and self-study programs.

Once your processes are completed, be mindful of opportunities in order to grow rapidly as feasible. This is best accomplished by empowering your employees with freedom to act.

From the Coach’s Corner, see these related strategies:

3 Best Steps in Management to Reach Leadership Status — Leadership can best be described as the art of inspiring people to work toward a common objective. Here are the first three steps to evolve from a manager to a leader.

13 Precepts for Leadership to Disrupt Your Marketplace — Leaders don’t focus on driving their employees to work harder. Leaders strive to make their vision a reality by seeing to it that employees are more efficient and are unified in supporting business objectives. Here’s how.

Checklist – Leadership Tips to Manage Older Employees — There are at least 17 leadership strategies in management of older employees, They’re necessary to bridge the gaps in ages without hurting your team’s efficiency.

Leadership: The Best 11 Steps to Become a Leader — Whether you aspire to become a leader or want to get better at leading people, it’s certainly a huge job. Here’s how to lay a foundation to become an effective leader.

Leadership Best Practices in Negotiations – 22 Dos, Don’ts — Leaders know that no matter what you need to negotiate, there are often easy strategies to get anything you want. Even in tough negotiations, you’ll want both parties to feel positive after the negotiation is complete. Emotional needs for both of you have to be met. Here’s how.

“As a leader…your principal job is to create an operating environment where others can do great things.”

Richard Teerlink 


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.