ScopeAT

Successful talent leaders are a lot like air traffic controllers. For everything to run smoothly (or as smoothly as possible, in uncertain times) their eyes need to be on many things at once. They need to see the big picture, stay connected to their teams, keep abreast of the latest technology, and, of course, recruit and develop great talent — all while staying within budget.  

Leaders also set the tone for their teams. A good leader can inspire others to do their best work, create a positive workplace culture, improve employee engagement, and encourage innovation. 

How do successful talent leaders do it? They cultivate habits that make them more effective, and inspire others to do the same. Here are five practices that many successful talent leaders follow and ideas for how you can adopt them too.  

1. They embrace change

Over the past few years, many talent leaders have gone from managing in-person to fully remote to hybrid teams. They’ve staffed up quickly and then they may have had to let people go. If there’s one quality that’s made them successful, it’s their ability to adapt and embrace change.

The most effective leaders see change not as an obstacle but as an opportunity to stay open-minded and curious. They entertain multiple plans to reach their goals. When Plan A doesn’t work out, they move to Plan B. And as leaders model this behavior, employees gain confidence they can do the same.

This ability to change applies to digital tools too. Leaders who explore and adopt new technology can set themselves apart as forward-thinking, especially when they adopt tools that make it easier and more efficient for teams to do their jobs. 

2. They delegate 

Even the most talented, intelligent, or adaptable leaders can’t do everything on their own. That’s why the best leaders delegate. They look at their team’s strengths and skill sets and assign tasks accordingly.  

Talent leaders who delegate well communicate with each team member about what’s at stake, how the task fits into the big picture, and what they expect in terms of the scope and quality of work. By setting employees free to do the work, leaders then send the (very empowering) message that they trust them. They also model for their teams that it’s OK to ask for help. 

To determine whether you’re delegating enough, ask this simple question, suggested by Jesse Sostrin in the Harvard Business Review: “If you had to take an unexpected week off work, would your initiatives and priorities advance in your absence?” 

3. They welcome different views

While a harmonious workplace may seem like the ideal, the healthiest companies are the ones where employees feel most comfortable speaking up. That’s why successful talent leaders welcome different views, rather than stifling dissent.

They invite employees to share their opinions openly and often — without fear of punishment or embarrassment — so they can not only spur innovation but also catch and fix potential issues before they become big problems. Research from Salesforce also found that employees who feel their voices are heard are 4.6x more likely to feel empowered to perform their best work. 

How can you be receptive to differing perspectives? Maintain an open door policy and encourage employees to come to you with issues and ideas. Try to remain neutral as you listen to feedback and avoid the urge to interrupt, even if you disagree. Try also not to take it personally (and, yes, we know how hard that can be). Remember: It’s usually not about you. It’s about trying to make the team and organization better places to work. 

4. They exhibit courage 

People tend to think that courage only applies to those who perform heroic deeds, such as landing a plane on the Hudson River or running into a burning building to save a child. But in his book Building the Best: 8 Proven Leadership Principles to Elevate Others to Success, John Eades defines courage as “the ability to do something that frightens you.” 

Courage doesn’t mean that you’re never afraid. It means that you feel the fear and do what needs to be done anyway. For talent leaders, that means pushing past your comfort zone and taking risks, having tough conversations, or asking uncomfortable questions. It means standing up for your principles. Real leadership isn’t a popularity contest. It’s about doing what’s best for your team and working for the good of others. 

Courage is also about admitting when you don’t know something or that you were wrong. Though it may seem counterintuitive, it makes you look stronger, not weaker, when you admit, “I don’t know” or “I made a mistake.” 

5. They take care of themselves

Effective leaders take care of themselves physically, emotionally, mentally, and spiritually. Why? Because leaders are human beings, and prone to burnout like everyone else. 

When leaders get enough sleep, exercise, eat right, and tend to their emotional needs, they give permission for everyone on their team to do the same. But they’re also just better at their jobs. A healthy diet has been linked to better moods, higher energy, and lower levels of depression. Cardio exercise increases blood flow, boosting both learning and memory. And a good night’s sleep can improve your cognitive function (including creativity and innovation), your ability to learn, and your capacity for empathy. And what team — or organization — doesn’t want a leader with all those qualities? 

To learn more about how leaders can take care of themselves, check out the LinkedIn Learning course Managing Your Well-Being as a Leader. 

Final thoughts: It often comes down to empathy

Many of the habits that make talent leaders successful are rooted in empathy. When leaders are able to accept their own limitations (like fear), listen to team members, and trust employees to do their best work, they’re demonstrating empathy as a path to excel. It’s such an important quality that, according to EY, a staggering 89% of employees agree that empathy makes for better leaders. So, keep listening, asking for help, and taking good care of yourself. They’re just a few of the habits that lead to success.

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