In the rapidly evolving world of business, the hallmark of successful leadership has transformed. It’s no longer just about giving orders and enforcing rules. Instead, today’s leaders are those who spur innovation, encourage teamwork, and drive sustainable development. With this shift in perspective, we must ask ourselves: What are the fundamental qualities that define effective leadership? What makes someone a good leader?
Human leadership: The next step in the leadership evolution
According to Gartner’s survey of more than 230 HR leaders, 90% of respondents believe that leaders must focus on the human aspects of leadership to succeed in today’s work environment.
“Organizations that are able to develop more human leaders will find that these leaders’ teams have less turnover, higher engagement scores, and better well-being,” explains Caitlin Duffy, director of research in the Gartner HR practice. “Although these qualities may have been important for good leadership in the past, today they are non-negotiable—particularly to compete in today’s new talent landscape.”
Gartner’s research found a 37% increase in engagement in employees reporting to a “human leader” as opposed to employees who do not consider their leader human. This is crucial because highly engaged employees can improve their teams’ performance by up to 27%.
There are a multitude of traits that are essential for human leaders in contemporary business settings. We’ll walk you through the four at the top: flexibility, authenticity, curiosity, and empathy.
Organizational agility is necessary, given the heightened pace of change in the modern business ecosystem. Like most elements within a company’s culture, it starts at the top, among the C-level executives.
“You cannot become agile without changing your behavior and your mindset. It’s not about transforming the company and then claiming success or victory. It’s about bringing the company to a state in which it’s regularly learning and adapting.”
— Felix Hieronymi, Corporate Project Leader at Bosch
An agile organization requires flexible and adaptable leaders, who face ever-changing market trends, disruptive technologies, and global uncertainties. A rigid leadership style can quickly lead to stagnation and missed opportunities. Flexibility allows leaders to adjust their strategies, embrace change, and inspire their teams to navigate challenges confidently.
When COVID-19 hit, the importance of flexibility in leadership was glaringly apparent. The near-instant lockdown required 74% of companies to pivot to a distributed workforce model. Leadership flexibility was vital to ensuring your organization could remain competitive or find new revenue sources.
Flexibility also involves the willingness to experiment and take calculated risks. Leaders who encourage a culture of innovation and learning foster an environment where employees feel empowered to think outside the box. By demonstrating enthusiasm for new approaches and organizational improvement, they inspire their employees to do the same. Embracing change and continuously evolving helps businesses remain competitive and attracts and retains top talent who value growth and development opportunities.
Authenticity: Leading with integrity
Authenticity has become a buzzword in leadership circles—and for good reason. Gen Z seeks out employers who lead with integrity and transparency. Looking to bring their authentic selves to the job, they look for leaders with the courage to show their true selves. Authentic leaders build and prioritize solid and meaningful relationships, foster open communication, and promote a positive morale and work culture by connecting on a human level and showing genuine concern for their employees’ well-being and professional development.
Authentic leaders have self-awareness, can accurately assess their strengths and weaknesses, and acknowledge and own their mistakes, gaining their teams’ respect, trust, and loyalty. They prioritize and reward collaboration and shared success.
Consistency is also a vital attribute of an authentic leader. By demonstrating consistency in their words and actions, leaders show that what they present to the outside world is genuine—not a disguise to pursue an agenda. This also helps build trust among employees.
Farshad Asl, author of The “No Excuses” Mindset: A Life of Purpose, Passion, and Clarity,” writes: “Authentic Leaders are not afraid to show emotion and vulnerability as they share in the challenges with their team. Developing a solid foundation of trust with open and honest communication is critical to authentic leadership.”
Curiosity: Cultivating a hunger for knowledge
The fast-paced nature of the business world demands leaders who are hungry for knowledge and open to continuous learning. Curiosity goes beyond just seeking information; it involves actively exploring new ideas, questioning the status quo, and seeking diverse perspectives. A curious leader is more likely to identify emerging opportunities and stay ahead of industry trends. They are more likely to commit to a culture of continual improvement.
Furthermore, curious leaders encourage their teams to share their insights and ideas, fostering a culture of creativity and innovation. They understand that fostering curiosity can lead to groundbreaking solutions and keep their organizations agile and future-ready.
The curious are less likely to be satisfied with the status quo, welcoming opinions contrary to their own and understanding that there is always something new to learn.
“I tend to specifically ask the opinion of someone who will bring a different view from my own. As we discuss an issue, I will often go to people who are likely processing things differently and purposely ask for their opinion, knowing it will come from a different place than my own.”
— François Hudon, a senior executive at Bank of Montreal
Empathy: Putting people first
Empathy is the ability to understand and share the feelings and peculiarities of others. In the workplace, empathetic leaders prioritize their team members’ well-being and make business decisions based on the understanding that success is deeply connected to employee satisfaction and engagement.
According to a survey from EY, nearly 90% of employees see a link between job satisfaction and empathetic leadership. By putting people first, empathetic leaders cultivate loyalty, reduce turnover, and create a culture of mutual support. They actively listen to their employees, value their perspectives, consider neurodivergent individuals’ needs, and demonstrate a genuine interest in their personal and professional growth.
Empathy is vital in conflict resolution and building a harmonious work environment. Leaders who show empathy are more likely to resolve disputes effectively and nurture strong teamwork.
Empathy is saying, ”I’m willing to connect with you” and ” understand your perspective.” Without empathy, people feel unsafe, alienated, and unmotivated. Amy Edmondson, author of “The Fearless Organization,” says humans need many belonging signals, ”over and over.”
Final thoughts
Combining these four essential traits – flexibility, authenticity, curiosity, and empathy – will help leaders succeed personally and contribute to their organization’s success and growth. As we look to the future, these traits will help build stronger relationships with their employees, help navigate your organization through choppy economic times and inspire innovation. They will sustain your business in the years ahead.
