A leader demonstrates certain traits that strenthen their ability to attract and develop people within their sphere of influence.

My career included time reporting to a boss who was not a leader. Let’s call him “Dave.” He cared about protecting his job, which meant Dave’s management decisions were based on self-interest and self-protection. The people who reported to him had limited ability to advise and persuade Dave to be more caring to the people impacted by his decisions. I left the organization when I could no longer stomach the situation.

Contrast that boss with a coworker who, while not a boss, was a true leader. Let’s call her Mary. I was in awe of Mary’s ability to cast a vision for what needed to be accomplished, know her weak areas (and convinced others to fill the gaps) and empower her teammates to take action to make a difference.

What made Mary a “leader” and kept Dave from being considered one?

A leader demonstrates these three traits, among others. These traits help them communicate more effectively as a leader.

  1. Authenticity.
    Communication Consultant David Grossman says: “Leading authentically isn’t about being like someone else. Instead, it’s about knowing yourself and being who you are.”

    Employees want a leader who is real and is aware of (and honest about) his or her strengths and weaknesses. They don’t want a leader who’s like a Hollywood movie set—well-packaged on the outside with nothing behind it on the inside.

    This authenticity is as much about words as it is about actions. It is about you to the extent that you’re demonstrating who you are, your values, and the higher purpose you serve. All of that will benefit your audience—the very people who are working to achieve your organizational goals.
  2. Be it; don’t “strut it”
    Certified Professional Co-Active Coach Mary-Ellen Hynd said a real leader is “someone who people follow willingly. It’s not about power and it’s not about position.” (We know who is the boss!)

    LISTEN! (be transparent, foster open communication, check for understanding)

    Which begs the question: How do you get people to follow you willingly?
  3. Motivate and inspire
    I learned important lessons from people who understood not to belittle or speak down to staff. These leaders always seemed to find something to cheer about in their staff’s performance, even when correcting or questioning.

High levels of trust in leaders correlate with higher employee engagement and positive business results. It also improves retention because people don’t usually leave organizations, they leave managers.