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Unsuccessful organizations are the result of managers who mistaken excellent leadership as simply maintaining a visible level of authority rather than being in a position of positive influence.

While there are various leadership points-of-view based on external influences, life purpose, and core values, all great leaders have passion and integrity in common. High performing leaders do not merely supervise subordinates; they are positive influencers, serve others to help people achieve their goals, and aim to impact the organization by making improvements in the processes and lives of its people.

Here are essential characteristics of high performing organizations and the roles of its leadership:

Defined Vision

When an organization has a deliberate mission and a culture focused on its desired future, business results are met. Without leadership that is specific about the organizational vision, employees lack a sense of purpose.

The greatest leaders deliver the vision to its people with an infectious energy that drives everyone to commit to their roles and responsibilities. A strong vision is compelling enough for everyone to feel a sense of pride regardless of their role, skill level or rank.

Empowerment through Continuous Learning

Higher levels of leadership recognize the need for their employees to grow and improve through the exchange of ideas and constant training. An organization’s growth is measured beyond its sales and profits but by the continuous development of its people.

A high performing manager knows that a measurement of their success is through the developmental success of their people. Good leadership ensures its subordinates continue to progress through direction, coaching, support and delegation. A lack of improvement and growth in employees is a direct reflection of the leader’s deficiencies.

Customer-centric Practices

High performing teams regularly gather information on customer experiences and measure success based on the customer’s level of satisfaction. Quality and service standards are not determined by the organization but by those whose opinions matter most – the customers.

Everyone should know that the security of their jobs relies on the company’s collective ability to meet the customer’s expectations. Great leadership is about influencing by example and demonstrating to its people that the customer is to be served at the highest level.

Alignment through Structured Systems

Company culture should be aligned with its vision, processes, and goals. An organization that is not consistent with what it says and what it does will not create cohesion amongst its people.

Ultimately, teams fail when there is an absence of structured systems that are aligned with the company’s vision and direction. An effective system for performance management should be in place and can be attained by a process of planning, coaching, and review.

Shared Responsibility and Self-Leadership

Because everyone has a mutual mission to ensure the success of the company, responsibility is shared and spread throughout. Leaders who lead at a higher level know the value of delegation and the benefits that passing on accountability for a project has on the personal and professional growth of their subordinates.

The best leaders empower their people by training them in self-leadership. When a supervisor delegates a task and that employee is trained to self-lead, they are better equipped to monitor their own progress and diagnose their levels of development.

Do you agree with the roles of leadership as described here? From one leader to another, I would love to jump on a call to discuss some strategic leadership concepts. You can use this link to schedule a time convenient to you for us to chat: I look forward to furthering our connection and learning more about you and your business.

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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734