Skip to end of metadata
Go to start of metadata

Leaders who strive to be remarkable, seek to create the greatest impact and influence. These are the leaders that we value the most; inspired by their courage and resiliency, we seek to follow them.

These leaders are the most respected. 

Leaders that are self-aware, are clear about their vision and expectations, have the backs of others and can be trusted – they are the ones we instinctively gravitate towards. These are the leaders that can get the most out of very little, are grateful for the opportunity to lead, and always treat others like family.

Is your leader memorable for the right reasons – or are you stuck with a leader that is disrupting your career momentum? Your leader impacts your career advancement and influences how you think, act and innovate more than you might imagine. 

To be a memorable leader, a type of leader that are rare to find and will not soon be forgotten by their colleagues and the organizations they serve, there are some habits to be refrained which are:

  • Control, giving up the control is very scary, no matter how much I am trying but still I am failing. It is tough challenge.
  • Decision Making, some of the leaders can not make a decision. Sometimes making a wrong decision and fail fast is better than waiting for so long to make a decision.
  • Change Resistant, these leaders they fail to understand that change is a mandatory option of any business. The more disruptive idea is the better experiment is.
  • Leading by fear, I have still seen leaders that think respect can be gained by creating fear among followers. Seems they do not have "inspiration" in their dictionary.
  • No Vision, some leaders think they have vision like they wanna achieve $5 million revenue a month??? That is not vision. Best leaders have clear vision and thinking long term.
  • Favoritism, long ago I wrote this post however I strongly believe favoritism kills the moral of team.
  • Anger, they walk around office by looking fierce and angry. I did that too but I have seen these leaders do it more often. 
  • Blame, oh god, these leaders will never make a mistake. There is always someone else in the organization that should take the blame.
  • Emotional decisions, such leaders instead of making decision based on data they make decision based on their feelings, some even worse they use the data to prove their emotion is logical. Haven't you seen such leaders in your career?

If I consult my heart on the matter, which I often do, I can boil it down to a simple concept: I want my leadership contributions to keep working long after I stop working. If this resonates with you, check out these traits of a memorable leader.

  • PurposeThe key elements of inspiration is setting purpose to the work. When employees “clearly know their role, have what they need to fulfill their role, and can see the connection between their role and the overall organizational purpose,” says Harter, that’s the recipe for creating greater levels of engagement.
  • Humanity. We can call it authenticity, empathy, or compassion. These are the leaders that don’t play games nor exercise power plays
  • Agility. Agile leaders are align with their surroundings. They are extremely conscious of the benefits and risks associated with their decisions and make adjustments as new information becomes available when the situation changes, so do they. Quickly. 
  • Measurement. Memorable leaders constantly seeking for feedback and comments to be measured. These leaders use tools like theLeader.io to be measured and benchmarked.
  • No labels