---

Eva Guerra presents Ten Simple Actions to Create a Culture of Leadership

1. Show appreciation for those who take the initiative to take the lead

Public recognition of a job well done is an extremely valuable resource. Not only does it help the person receiving the recognition to feel valued, but also conveys the message to the company at large that those making positive changes will be supported and appreciated. This increases the chance that others will be equally proactive in the future and has a positive influence on the corporate culture.

Recognition must extend to people at all levels of the company. If a secretary is in charge of overhauling the filing system, an employee initiates an upgrade of the company's software systems, or a partner leads to cross-selling involving bickering partners and associates across the company, everyone should are publicly recognized for their leadership and dedication to the company.

2. Write thank-you notes for leadership actions

Another great way to encourage leadership is to send handwritten thank you notes to people who do an excellent job in leadership positions. Doug Conant, former CEO of the Campbell Soup Company, led a very successful turnaround of that business and is known for his effective leadership skills. For over 10 years, he wrote more than 30,000 notes to employees celebrating their achievements and contributions, and he calls the practice of writing those notes daily as one of the keys to his success in increasing engagement and results.

Leadership can be very difficult. It takes time - a lot of non-billable time - and can also be emotionally draining. Real leadership involves making choices and defending those choices. Inevitably, some people don't always go along with changes and policies. With all the challenges of leadership, knowing that someone you respect and admire understands and values your efforts goes a long way in keeping people motivated and willing to continue breaking leadership.

3. Look for potential

Most attorneys are so busy dealing with clients, billing hours, managing employees, and navigating periodic crises that they don't put much effort into seeking leadership potential in others. Nevertheless, great leaders do this constantly. It doesn't require a lot of dedicated time. Rather, it is a mindset. The next time you are in a meeting, pay attention to who is actively involved and it seems like they may have more to contribute.

The next time you see someone doing a fantastic job in a particular role, think about the qualities they display and consider where those qualities could be more valuable. For example, if Jennifer is strategic, thoughtful, and committed to leading the company's women's initiative, consider training her as the head of the advisory committee charged with making recommendations for a review of the company's pay structure. Training lawyers in leadership skills can add great value to your company. Would you like to know more about my Leadership & Communication training

4. Stop by committee meetings

This serves several purposes. First, it's a great opportunity to look for potential, as described above. Second, it sends a signal that the work of the committees is important enough to take the time to do it, motivating more involvement and better results of the committee's efforts. Third, it gives you a better understanding of what is really going on in the company, what people think, what institutional obstacles can hinder progress, etc.

Finally, it gives you the opportunity to coach the leaders of those committees. After a meeting, you can supplement them with things they do well, or make suggestions to be more effective. And what is definitely Not done is to use these meetings to give biased negative feedback to your employees.

5. Ask them to come up with solutions

As a leader you often face problems and you are asked to come up with solutions. This is a great opportunity to call on others to step up their own leadership. Ask them to work out a proposal to address the problem, then schedule a short meeting to discuss their solution and provide feedback. In some cases, it may be appropriate to invite them to take the lead in implementing their solution. But even if you can only implement the solution, this approach still prompts them to think like leaders and gives them the task of communicating.

6. Planting seeds

Inviting people to take leadership positions or sharing your vision of their capabilities with them is a powerful tool for creating leaders. "You could be a great practice group leader." “You have a great vision and people skills." "Consider applying to the executive committee." In some cases, the person will immediately seize an opportunity.

Other times the seed grows more slowly. They must weigh options, come up with scenarios or navigate personal circumstances before they are ready to take on a serious leadership role. Regardless of the time frame involved for a particular individual, consistently planting leadership germs over time produces practice group leaders and committee members who are highly motivated and do an excellent job in their leadership role, rather than leaders who just want a leader are to function and status.

7. Ask leaders to identify other leaders

Creating a leadership culture is not a one-man business. When you meet other leaders in your company, ask them to name people on their team who have leadership potential. Ask who could take some of their responsibilities off their plate or who could excel in other leadership positions. Increasing the number of proactive leaders in a company and spreading leadership responsibilities across a greater number of people frees up more time and energy for strategy and other activities critical to the long-term success of the company.

Actively and consistently implementing even one of the above approaches has a tangible impact on corporate culture and bottom line.

Source: Anna Rappaport member of the Law Practice Today Editorial Bo

Would you like to know more about my TRAININGS and mediation processes for your EMPLOYEES or clients? Please feel free to contact me: Info@evaguerra.be