Beyond the Title: Unveiling Hidden Leadership Traits for a Stronger Workplace

A strong leader demonstrates decisiveness, takes the lead, delivers results, communicates effectively, and has the ability to set and sell a vision. This is my classic perception of a "good" leader. However, it has become clear to me how outdated this image is and how many nuances it lacks. Not because the mentioned leadership traits are wrong or unimportant, but because I now see the value in more subtle leadership traits that I have encountered throughout my career. I spent my summer vacation reflecting on my past bosses, leading to some intriguing observations. Who were the best, and why?

My list now includes 3 former bosses - unnoticed heroes who perhaps lived more quietly than the action-oriented stereotype leaders I would normally label as the "good" leaders. Nevertheless, they made a significant difference behind the scenes. Each of them possessed a kind of "behind-the-scenes" quality that may not receive much attention but actually had a positive impact. These qualities are not always quantifiable in hard KPIs, but they are crucial for modern leadership. The three hidden leadership traits were:

1. The Quiet Power of Empathy:

One of my former bosses could sense when an employee was having a bad day. He simply managed to pick up on the subtle signs in employees' body language. He could grasp the things that were left unsaid but were spreading as a vibe within the team, both positively and negatively. He had this empathic radar that could spot unrest. He skillfully managed to say, "Could we take a few minutes?" I truly appreciated this trait as it straightforwardly showed me that my leader valued me as a human being, not just an employee. It seemed so simple, yet his empathy created the feeling of being heard, understood, and respected. These three elements built trust and psychological safety. Once these feelings are established within a team, they spread throughout the organization. Empathy might sound like a soft trait, but in my experience, employees who feel trust and psychological safety are more likely to stay in the company. And in a time where labor shortage is a widespread issue, the ability to retain key employees suddenly becomes a crucial KPI.

2. The Art of Active Listening:

Have you ever reflected on when your employees approach you as a leader? My personal experience indicates that this can often be divided into three categories. First, when they have a problem or seek clarification, then when they need support for a decision, and finally when they want to share an idea and hear your opinion. Throughout my career, I've often encountered the feeling that the boss seemingly listened to me, but in reality, was preoccupied with many other thoughts, decisions, and deadlines. Haven't you also experienced going to a boss with a problem and leaving their office feeling like you've been the office's "negative voice," without the problem coming any closer to a solution?

One of my former bosses is on my top three list because he mastered the art of active listening. He always dug deeper to understand the issue. He was genuinely interested in comprehending what I brought forth. Not because he agreed or appeased, but because he realized that there are often one or two things in what employees say that are so crucial they must not be overlooked. His ability to actively listen, understand nuances, and the hidden layers in what we told him fostered a culture where we, as employees, contributed to continuous improvements and where unconventional and innovative ideas were valued. Isn't innovation one of the crucial factors for a company's survival in the future?

3. The Strength of Humility:

I have always respected it when my boss was honest and said, "I actually don't know much about that" or "You're much better at making that decision than I am" or "It's actually my fault, I apologize." It felt like a breath of fresh air. For me, humility is a leadership quality that is in no way a weakness. I have always respected leaders who were willing to acknowledge their mistakes and limitations more than those who tried to maintain the image of themselves as the perfect leader. A humble leader acknowledges that there are employees who know more than themselves, and they love to hire people who are more skilled. They don't feel threatened. My boss, who possessed this quality, managed to create a culture where his success was expressed through praise for his employees. A humble leader recognizes that he doesn't have all the answers himself, and he's willing to learn from others. Therefore, he is open to change and has the ability to adapt to new challenging situations alongside his team. We probably could have benefitted from more leaders with this quality in the significant world changes of recent years.

So, I urge you to set aside an hour to think about your past bosses. This is an exercise that brings clarity about which leadership qualities you might also need to work on yourself. Who were the best bosses, and why? What qualities did they possess that the title didn't imply? Qualities that can be brought into any leadership role, regardless of the title.