• Dimensions of Leadership: Achievement

Dimensions of Leadership: Achievement

By | 2017-01-13T13:41:44+00:00 April 6th, 2016|Categories: Respectful Workplace|Tags: |Comments Off on Dimensions of Leadership: Achievement

Continuing our series on the dimensions of leadership, this week we will discuss “Achievement” and how leaders can apply this principle within their organizations. We define achievement as the following:

Achieves results through high ideals, a willingness to make the right call regardless of the risks, and with actions that are based on creating what matters versus proving worthiness.

Achievement is a high standard that needs to be met by all leaders. It includes maintaining a level of excellence in the work responsibilities and any other activities of leadership. Achievement requires skill and competency building, with an understanding that what is needed to achieve today might change for the future.

Achievement is more than just “getting things done.” It includes creating a vision, sharing it widely, building strategies to support it, developing the team to help it be successful, and seeing it to the end. All of this is done in a supportive and goal-oriented manner.

The achieving leader is strategic, creative and is motivated to get things done in purposeful and visionary way. They will develop and empower others knowing that much more can be accomplished by the team than individually.

Leaders who score high on the Achievement dimension might:

  • Get a better return on the investment of projects or activities
  • Create a high-attainment culture
  • Understand and solve business challenges and cultural practices
  • Execute organizational strategy
  • Consistently accomplish their objectives
  • Take initiative
  • Hold employees to high standards

How can we determine if a leader scores high in the Achievement dimension?

A series of 4 attributes are commonly associated with the Achievement dimension. By utilizing our Legacy Leadership 360 assessment, we can determine the level that the person involved in the assessment is rated (by themselves, coworkers and peers) at the following attributes:

Competence

The competent leader is always on the lookout for ways to enhance skills. They seek learning and growth opportunities regularly, while doing the same for others. Competence is an attribute that has been a source of previous successes, so is viewed as differentiator for the future.

The competent leader builds capacity by trying and learning new things, regardless of immediate outcomes. Not all effort are successful, but the knowledge gained will be helpful another time.

Competence requires ongoing effort to get better, learn from others and seek opportunity to put the learning to use. Added proficiencies and aptitude will be a payoff in service of organizational goals.

Results-Oriented

The result-oriented leader has a strong history of achievement and performance. They set challenging and realistic goals and work proficiently towards them. They typically achieve a high record of performance. This leader recognizes that risk-taking is necessary to get results and will take the right risks in support of the goals.

The result-oriented leader perseveres despite obstacles or complications because the effort will bring about an organizational win. They value action and seize opportunities, knowing that watching and waiting does not likely lead to the desired outcomes.

Confidence

The leader with confidence believes in their abilities. They have worked hard at their craft, taken risks, learned new things and achieved results in the past. They have developed a confidence that similar action will be part of the future.

The confident leader is focused on what is best for the team or organization and believe they can be a part of the right solutions. They enjoy achievement without ego or arrogance, knowing they played a part and appreciating the contributions others have made. They have a strong belief in their skills while remaining modest and composed.

Resilience

The leader who possesses resilience adapts skillfully in challenging situations. They experience stressors and difficult experiences like others, and work through them. The resilient leader effectively navigates crises and chooses to remain focused on the goal.

Being resilient requires the ability to balance negative emotions with positive ones. The resilient leader finds ways to cope with setbacks so goal attainment remains possible.

Effective leadership is key to driving business results and becoming a more effective leader starts with awareness.

The Legacy Leadership 360 assessment is a powerful tool to assess which areas require further training or coaching in order for your organization’s leaders to become more effective.

Our 360 leadership assessment is different from other individual survey tools. Designed to provide immediately actionable feedback on the dimensions and qualities most closely linked to a leader’s ability to perform effectively in their role, it leverages the latest research from both social and cognitive neuroscience. It is simple to administer, intuitively relevant and highly cost effective. Whether used in conjunction with our experienced coaches or alone with its easy-to-understand User Report, its impact and value for your current and emerging leaders will be immediate.

If you are interested in furthering the development of the leaders within your organization, we encourage you to email or call us at 888-892-0300.

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About the Author:

Legacy Business Cultures
Legacy Business Cultures and its partners have been the experts in helping shape organizational culture around the world for over 15 years. Our workshops, train-the-trainer programs, and employee climate surveys have touched thousands of organizations and millions of employees, managers and leaders across the world. If your organization is ready to develop culture as a strategic advantage, call us at 888-892-0300. We’ll help you get there faster than anyone.