Effective Leadership There is no doubt that to be an effective leader in today’s environment we have to be prepared to take on several challenges and use them as a tool to foster individual growth and creativity within our organization. The problem is too often people in positions of power can easily get overwhelmed and as result lose focus of what it really means to lead. Leadership is a two way streak and employees need their leaders just as much as leaders need their employees to be successful. This is why it is important to create an environment where the exchanges of ideas is encouraged and instead of surrounding themselves with “yes men”, leaders should hire employees who are not afraid to tell it like it is. Personally, I have seen managers flounder on projects simply because they did not want to surround themselves with the right skills for fear of being demoted. What they forget is that it is usually a matter of time before one mistake becomes viral and they become victims of their own dysfunctions.

Leaders can be more effective if they start by first realizing their own short comings. “Leaders are made, not born” (Iacocca, n.d.). In most cases, it is a never ending learning process and although we do not expect them to be perfect, the fact is most employees rely on their expertise and unique strengths to influence and motivate them. At the same time, one common mistake we see in some leaders is that they think they have all the answers without realizing they are creating a culture of divisiveness. With continuous development and training, they can bring out the best not only in themselves but their employees.

This is why I believe leaders can increase effectiveness by empowering others in their organization. Most employees want to work for someone who makes them better and the best way to do so is by