Successful leaders have a transformational leadership style that moves a company closer to its goals fast. These leaders know the new year is the perfect time to assess, adjust, and take a giant leap forward.
Be the transformational leader that your company needs in order to grow and succeed. Here’s how to start the new year with a bang!
● Permeate and infuse company goals ● Prioritize strategic initiatives ● Activate your team ● Adjust your leadership style for today’s workplace ● Create a consistent employee experience ● Upgrade your customer experience ● Make sure your tech works for you
Transformational leaders move the needle by motivating, encouraging, and inspiring employees. They are agents of change that transform the culture and the workforce of an organization to shape its future success.
7 Steps to be a Transformational Leader in 2023
So how do you lead effectively? Seven steps for improving performance in the new year.
1. Cascade Goal, Objective, and KPI Alignment
It’s not enough to just set goals. For goals to be successful, they need to be well-defined and permeate every step and every level of a business or project.
This means your goals, objectives, and KPIs must all be brought into alignment. Additionally, employees on all levels must be aware of and focused on the same goals.
2. Prioritize Strategic Initiatives
Make strategic initiatives highly visible and easy to measure. Keep track of progress and don’t hesitate to make changes as you gather data. Empower project managers to do what is necessary to drive the visibility and success of these programs.
3. Organizational Design
Transformational leaders understand that much of their success is based on their people. You absolutely must have the right people in the right roles if you want to really want to get your company or team ahead.
You may have to make some tough decisions when honestly assessing your team. To be more comfortable making these decisions, it is imperative that you work closely with your human resources department to ensure there is a hiring plan to meet your needs.
4. Provide Leadership for Today’s Workplace
Today’s employees expect open, transparent communication. This is actually a great way to give employees responsibility and ownership in their job. This will allow for more accountability and positive reinforcement, which makes them feel valued as well as see that their contributions mean something.
Through this type of rapport and being supportive of employees in their development efforts, you can greatly enhance your retention of your top employees without necessarily providing additional financial compensation.
5. Create a Better Employee Experience
Employees are happiest working for predictable and fair employers. You should partner with your human resources department to ensure a consistent and cohesive experience for every employee.
To maintain a focus on achieving your desired goals, development plans, promotions, projects, and people all have to align to support strategically important actions.
Most businesses would be stopped dead in their tracks without the technologies they use from software to storage. Take an accounting of what you are using and whether or not it is really working for you.
Consider whether your team would be more efficient if they had better software or other technologies. Make sure what you are using is what is best suited to your company’s goals and objectives.
Learn Transformational Leadership
Transformational leaders keep people focused on the things that will drive a company’s overarching strategy and inspire them along the way. This is how a transformational leadership style drives results for a company.
Fill out the form below to take steps toward becoming a more transformational leader.
Judy partners with executives and leadership teams to engage and inspire employees in a way that delivers sustainable strategic results. She brings deep expertise and creative ideas to solve organizational effectiveness issues and closely collaborates in a way that builds internal capabilities. Judy has spent over 25 years consulting in a variety of industries, bringing her expertise in behavior to a wide range of organizational issues including organizational behavior change, leadership, change management, culture and engagement.