July 2015
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Leadership Myths and How to Surmount Them

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Intelligence: What’s Really Needed?

Leaders have high IQ’s, correct? Yes, that’s true, but more important is their emotional quotient or emotional intelligence. What we consider regular intelligence can accomplish goals, but relationship skills in today’s people-oriented marketplace are vital. Leaders with emotional intelligence are more effective at understanding not only their own emotions, but those they work with, which is essential in building the all-important working relationships. Gone are the days when leadership is defined by bombast and superiority. Emotionally intelligent leaders know how to monitor/regulate their emotions; display them appropriately and sense the emotions of their team members.

Social intelligence has also been identified in the recent research as an additional asset. It is defined as the way one acts/reacts in social situations and business and personal relationships. More attention has been given lately to social intelligence, but emotional intelligence still carries the weight.

Leadership: Born or Made?

Both!

Being born with leadership traits only accounts for one-third of a leader’s make up. The remaining two-thirds leaders develop on their own through on-going training, study and practice, advised Dr. Talley, shown at right. The worlds of a manager and leader differ as well: leaders exist in dynamic environments, managers in static ones. In general, men and women also approach leadership differently, with women able to be assertive in female-dominated industries, but still, often losing respect or power for such attributes in male-dominated industries.

When recruiting future leaders, seminar-goers were advised to use leadership traits for the selection process, and then provide/encourage the type of training and coaching that will enhance these traits.

Company Culture

In a separate session for Industrial management, these recommendations emerged that hold true for every sector of real estate.

The panel recommended identifying the needs of your company culture first and clearly before beginning a search. When the search does begin, look for professionals who can tackle multiple properties and assignments, communicate clearly and effectively with strong and diplomatic customer relations skills, strong financial knowledge, handle issues proactively and have the ability to negotiate effectively.

And one more hint: know your competition and what they offer candidates. Then go beyond the traditional methods of recruiting and use social media. Treat candidates as customers and when you have found the right one -- move quickly!

The Good News?

Boosting your business IQ takes training and diligence, coaching and willingness to learn from your experiences -- but it is within your reach. Research has proven repeatedly you can develop these additional forms of intelligence, and put your business IQ into the leadership ranks! For more information, go to www.lindatalley.com.