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This recent empirical article is about higher education forming a distributed leadership style that welcomes change and adaptation.

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Angelo State University - Library Online Resources

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Unauthorized use is prohibited; Usage may be subject to security testing and monitoring; Misuse is subject to criminal prosecution; No expectation of privacy except as otherwise provided by applicable privacy laws.

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Gaining useful information from other leaders allows one to grow.

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As a leader, how do you become a better leader? If you're like me, probably by reading a lot of books, listening to podcasts, and attending a few conferences. Those are excellent growth strategies, but there's one missing.

According to Stanford psychologist Carol Dweck, people who have a growth mindset believe they can improve themselves by their own efforts and strategies, plus input from others.

That means one of the best ways to grow as a leader is to ask questions of other leaders.

Some time ago, Michael Smith called and asked if he could interview me. At the time, Michael was on the staff of ClearView Baptist Church in Franklin, Tennessee. We follow each other on Twitter, but we have only met one time previously. He said that he wanted to interview me on the topic of leadership. I happily agreed.

Michael began our meeting by sharing with me that he is on a sabbatical. One of his goals is to grow as a leader and one of his sabbatical projects is to interview leaders in various professions. I was honored that he choose me as someone worth interviewing.

What really impressed me was how thoroughly prepared he was. Michael asked great, thoughtful questions. In fact, the questions were so good that I asked him for permission to post them here. I have printed this list out and put it in my Moleskine notebook. The next time I am with a leader I respect, I can pop out this list and start interviewing.

1. Can you name a person who has had a tremendous impact on you as a leader? Maybe some one who has been a mentor to you? Why and how did this person impact your life?

2. What are the most important decisions you make as a leader of your organization?

3. As an organization gets larger there can be a tendency for the "institution" to dampen the "inspiration." How do you keep this from happening?

4. How do you encourage creative thinking within your organization?

5. Where do the great ideas come from in your organization?

6. Which is most important to your organization-mission, core values or vision?

7. How do you or other leaders in your organization communicate the core values?

8. How do you encourage others in your organization to communicate the "core values"?

9. Do you set aside specific times to cast vision to your employees and other leaders?

10. How do you ensure your organization and its activities are aligned with your core values?

11. How do you help a new employee understand the culture of your organization?

12. When faced with two equally-qualified candidates, how do you determine whom to hire?

13. What is one characteristic that you believe every leader should possess?

14. What is the biggest challenge facing leaders today?

15. What is one mistake you witness leaders making more frequently than others?

16. What is the one behavior or trait that you have seen derail more leaders' careers?

17. Can you explain the impact, if any, that social networking and Web 2.0 have made on your organization or you personally?

18. What are a few resources you would recommend to someone looking to gain insight into becoming a better leader?

19. What advice would you give someone going into a leadership position for the first time?

20. What are you doing to ensure you continue to grow and develop as a leader?

You might start by asking yourself these questions. Better yet, ask them and then blog about them. This will give you some basis of comparison as you begin to learn from the leaders around you.

Disclosure of Material Connection: Some of the links in the post above are "affiliate links." This means if you click on the link and purchase the item, we will receive an affiliate commission. Regardless, we only recommend products or services we use and believe will add value to our readers. We are disclosing this in accordance with the Federal Trade Commission's 16 CFR, Part 255: "Guides Concerning the Use of Endorsements and Testimonials in Advertising.

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On of the best ways t become a better leader is to interview successful leaders. Here are 20 questions to get you started.

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5 key points that indicate poor leadership.

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It's a known fact that most workforces are only as capable as their leader. However, not everyone has the good fortune to work under a leader who is inspiring, capable and motivating. Whether you are working under a leader or employing a leader, it's important to learn how to recognize the qualities of a bad leader and act accordingly. Outlined below are a few telltale leadership qualities to look for that poor leaders often demonstrate.

One of my favorite leadership quotes is, "Integrity is the most valuable and respected quality of leadership. Always keep your word." It doesn't matter how capable, intelligent or effective a leader is. If they lack moral integrity, troubles are bound to follow. For one, employees look to their leaders for examples of what behavior is acceptable. If a leader is engaging in unethical behavior, it won't be long before the employees under them are engaging in unethical behavior as well. Sooner or later, a lack of moral integrity almost always leads to a person's undoing, which is why it should be a major red flag.

Great leaders know how to employ a range of leadership styles depending on what the situation calls for. The simple truth is that not all employees are motivated by the same factors, and there is no "one-size-fits-all" approach that will work in every situation. Good leaders recognize this and are fluid, while poor leaders may be stuck in their ways and unwilling to adapt to what the situation calls for. If you notice that a leader is stubborn, slow to adapt to changing situations and is demonstrating a "my-way-or-the-highway" attitude, they are likely a poor leader.

3. Little Vision For The Future

The job of a leader is to push forward, and good leaders should always be focused on how they can make tomorrow more efficient and productive than today, as demonstrated by Elon Musk's vision of the future. Bad leaders, though, often get complacent and stay satisfied with the status quo. If a leader is not focused on the future and demonstrating a clear plan for how to continuously improve, progress is unlikely to happen.
4. Lack Of Accountability
The best leaders take accountability when things go wrong and give credit to others when things go right. Employees want to know that they are working for a leader who will give them due credit when they do well and not throw them under the bus when things go wrong. Some leaders, though, are unable or unwilling to shoulder this responsibility and instead deflect blame to others and take credit for themselves. In the end, this behavior is going to do very little to motivate a workforce to succeed.
5. Poor Communication Skills
Great communication skills are by far some of the most important traits for a leader to have. It doesn't matter how effective a plan a leader is able to draw up. If they are not able to communicate that plan to their employees in a way that is easy to understand and motivating, then little progress is going to be made. Good leaders need to be able to listen intently and communicate clearly. If a leader is demonstrating an inability to communicate their ideas and expectations to others, they are not likely to be a very effective leader.

Leadership can make or break any business. Because of this, there are a few key factors to consider before you join a new team or hire a new leader. These characteristics should also be applied to anyone trying to improve their own skills, as well. No matter the case, remember that great leaders must regularly demonstrate integrity, adaptability, vision, accountability and communication skills to effectively lead their teams to greatness.

Do you recognize any of these traits in your leadership team? How about in your own leadership style? Leave a comment below.

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Leadership Weaknesses: How To Spot The Qualities Of A Bad Leader

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It's a known fact that most workforces are only as capable as their leader. However, not everyone has the good fortune to work under a leader who is inspiring, capable and motivating. Whether you are working under a leader or employing a leader, it's important to learn how to recognize the qualities of a bad leader and act accordingly.

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This article may be of interest to all, but it is aimed towards higher education.

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Virtually every success-regardless of one's occupation-can be achieved through leadership. How do people get ahead in their careers? Leadership. When tensions flare, how do cooler heads prevail? Again, through leadership, displaying the kinds of characteristics that have come to define this highly sought-after personality trait.

The same holds true in the world of higher education, as the very title of the professional degree required to enter this field- Doctor of Education in Higher Education Leadership -suggests.

What are the types of leadership qualities that school administrators use to thrive? Opinions vary on the matter. Once they are identified, the next step is to actually develop them. As might be expected, many of today's highly esteemed educators have a lot to say on the subject.

Discipline

In a publication titled Leadership Lessons, produced by the American Association of Collegiate Registrars and Admissions Officers, former university administrator James Wagner noted there at least five characteristics that are instrumental to roles in higher education. Chief among them is discipline.
Discipline is manifested through a strict code of conduct that's usually needed to accomplish a task. Whether it's losing weight, training for a triathlon, or acing an exam, discipline can't be in short supply when the going gets tough. Discipline and the higher education sphere go hand in hand. In fact, several synonyms for discipline fall under the academic lexicon, such as "teaching," "direction," "instruction," and "training."

Brian Mitchell, director for the non-profit Edvance Foundation and a former university president, expounded on the importance of discipline for higher education administrators.

"Duties on campus are extensive, especially if you value time with the students, enjoy interaction with the faculty, and commit to management," Mitchell wrote for the Huffington Post.

He added that discipline can give administrators-college presidents, in particular-the stamina they need to maintain their often-rigorous schedules.

Outside-the-box thinking

Teachers like to encourage their students to stretch their minds and think big, imagining all the possibilities that they can achieve through hard work and discipline. Administrators might be wise to follow the same counsel, particularly when it comes to solving issues that a university may be facing.

In an opinion piece, Brandon Busteed, executive director of education and workforce development at Gallup, said higher education can often be a "follow-the-leader industry," where universities look to others for guidance or ideas on policy implementation or expansion. But Busteed contends that universities' leadership ought to take the road less traveled. For instance, while postgraduate programs have their merit and worth, institutions might want to consider offering more degree levels to help curb costs, including certifications, non-accredited boot camps and employer-specific workforce programs.

"Think about what would happen if the most elite brand names in higher education did all these things," Busteed explained. "They could transform higher education faster-and more for the better-than anything else.

Entrepreneurial

Higher education facilities, above all else, are grounds for learning and the mutual sharing of ideas. But they're also businesses and require revenue to keep operations up and running.

Financial matters are more of a concern for chief business officers in higher education today. According to a recent Gallup survey, approximately 50 percent of CBOs said they were highly confident their facilities would be financially stable over the next decade. That's down slightly from polling done in previous years.
"These financial challenges require collaborative, creative, multifaceted approaches to boost the quality of postsecondary education, while simultaneously curbing costs," wrote Valerie Calderon and Jeffrey Jones, methodologists at Gallup.

Gratitude

Charles Schwab, noted philanthropist and financial executive, is credited with having said, "The way to develop the best that is in a person is by appreciation and encouragement."

Students look to their teachers for guidance and direction on assignments, and engaged teachers are happy to provide it, certainly when hard work is clearly demonstrated. But are teachers receiving the same type of positive feedback for their efforts? Polling would suggest otherwise. Recent survey data from Gallup revealed that just 29 percent of teachers in the previous week received recognition for doing a good job.

Many would agree that a university's success is as much a function of students' achievement as teachers' performance, the two seemingly going hand in hand. Research has shown that teachers who regularly receive praise for jobs well done tend to be more engaged, more productive, receive higher satisfaction scores in evaluations and are more likely to stay with a school over the long term. Hodges said there are a variety of ways to show appreciation for teachers; what's critical is ensuring that gratitude is conveyed.

"The important thing is to discover their individual needs, recognize good work when you see it and offer timely recognition in the way that means the most to them," Hodges advised.

Developing leadership qualities

How do current or aspiring higher education administrators go about developing leadership characteristics? Experts say that it starts by knowing one's self and having a sense of what strengths are already there and where there's room for improvement. A number of self-help websites provide personality tests, asking users key questions that help identify what skill sets they possess or could use work on. Maintaining a personal journal and looking back on previous entries every so often can also aid in self-reflection.

Having passion for one's career is also critical to leadership development. Regardless of the industry, being energetic about an undertaking is contagious and can often serve as motivation for others who seek to improve but need a spark. As noted author and psychologist Markus van Alphen said, "Only when something is important enough does it capture your attention, this all thanks to the emotion that brings it to the forefront." Passion is one such emotion.

Leaders may be born, but they're also made. Those who earnestly seek to attain leadership qualities can establish themselves as key resources higher education institutions would be pleased to count as their own.
Recommended readings: The personality question Sources:
http://www.aacrao.org/resources/resources-detail-view/5-key-characteristics-of-a-strong-higher-education-leader

http://www.gallup.com/opinion/gallup/215615/time-elite-universities-lead-non-elite-ways.aspx?g_source=Opinion&g_medium=lead&g_campaign=tiles

http://www.gallup.com/opinion/gallup/215006/higher-business-chiefs-fear-financial-future.aspx?g_source=CATEGORY_LEADERSHIP&g_medium=topic&g_campaign=tiles

http://www.gallup.com/opinion/gallup/210041/why-appreciating-teachers-important-think.aspx?g_source=CATEGORY_EDUCATION&g_medium=topic&g_campaign=tiles

https://www.skillsyouneed.com/

Effective Communication is about Understanding Emotion

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4 key leadership skill in higher education and how to develop them

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Virtually every success-regardless of one's occupation-can be achieved through leadership. How do people get ahead in their careers? Leadership. When tensions flare, how do cooler heads prevail? Again, through leadership, displaying the kinds of characteristics that have come to define this highly sought-after personality trait.

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The more that you, as a leader, manage each of these areas, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.

Emotional Intelligence in Leadership

1. Self-awareness

If you're self-aware, you always know how you feel, and you know how your emotions and your actions can affect the people around you. Being self-aware when you're in a leadership position also means having a clear picture of your strengths and weaknesses, and it means behaving with humility.

So, what can you do to improve your self-awareness?

Keep a journal. Journals help you improve your self-awareness. If you spend just a few minutes each day writing down your thoughts, this can move you to a higher degree of self-awareness.

2. Self-regulation

Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Self-regulation is all about staying in control.

This element of emotional intelligence, according to Goleman, also covers a leader's flexibility and commitment to personal accountability.

So, how can you improve your ability to self-regulate?

Hold yourself accountable. If you tend to blame others when something goes wrong, stop. Make a commitment to admit to your mistakes and to face the consequences, whatever they are. You'll probably sleep better at night, and you'll quickly earn the respect of those around you.

Practice being calm. The next time you're in a challenging situation, be very aware of how you act. Do you relieve your stress by shouting at someone else? Practice deep-breathing exercises to calm yourself. Also, try to write down all of the negative things you want to say, and then rip it up and throw it away. Expressing these emotions on paper (and not showing them to anyone!) is better than speaking them aloud to your team. What's more, this helps you challenge your reactions to ensure that they're fair!

3. Motivation

Self-motivated leaders work consistently toward their goals, and they have extremely high standards for the quality of their work.

How can you improve your motivation?

Re-examine why you're doing your job. It's easy to forget what you really love about your career. So, take some time to remember why you wanted this job. If you're unhappy in your role and you're struggling to remember why you wanted it, try the Five Whys technique to find the root of the problem. Starting at the root often helps you look at your situation in a new way. And make sure that your goal statements are fresh and energizing. For more on this, see our article on Goal Setting.

4. Empathy

For leaders, having empathy is critical to managing a successful team or organization. Leaders with empathy have the ability to put themselves in someone else's situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to those who need it.

If you want to earn the respect and loyalty of your team, then show them you care by being empathic.

How can you improve your empathy?

Respond to feelings. You ask your assistant to work late - again. And although he agrees, you can hear the disappointment in his voice. So, respond by addressing his feelings. Tell him you appreciate how willing he is to work extra hours, and that you're just as frustrated about working late. If possible, figure out a way for future late nights to be less of an issue (for example, give him Monday mornings off).

5. Social Skills

Leaders who do well in the social skills element of emotional intelligence are great communicators. They're just as open to hearing bad news as good news, and they're experts at getting their team to support them and be excited about a new mission or project.

Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically. They're rarely satisfied with leaving things as they are, but they don't sit back and make everyone else do the work: they set an example with their own behavior.

So, how can you build social skills?

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Emotional Intelligence in Leadership - Learning How to Be More Aware

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Relating to others is vital in today's workplace. Learn how to build your emotional intelligence (EI) with this article.

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