Steve Frey
Radford is going to elect a new mayor in a few months. Our local communities are also going to be electing a number of state and federal legislators later this year.
As time goes on, we will learn more about the candidates and their takes on the issues, but this would seem like a good time to review some of the basic qualities people look for in a leader.
Yes, positions on issues are often what we think of first when we consider candidates, but a person’s character and leadership skills must also be considered.
Whether we are talking about the mayor, a CEO, a state representative, a pastor, a congressman, a school administrator or a president, you can’t divorce character from background knowledge.
So, what traits are you looking for in a leader? Here are a few ideas for consideration.
First: honesty and integrity are essential. No one wants a leader to be known as a liar. People don’t want someone who gives shades of the truth or slants the truth or information just to support positions.
If they don’t have a reputation for honesty, most thinking Americans will not support them. If they are not ethical in their dealings with others, most people will see through it and them.
They are role models of integrity for others. They should be completely transparent and authentic.
Next, they have to possess good communication skills. They are able to clearly articulate positions. They understand and are able to share details. They listen and really hear the thoughts of others before trying to respond themselves.
They show through their communication that they care about people and issues. When they do disagree, their responses are measured and tempered.
That doesn’t mean they can’t be passionate about causes, issues or people, but they always have to remember to respect others and their viewpoints.
Their passion will sway no one if they speak to others in a derogatory or dismissive manner.
That takes us to the next trait: empathy. They care more about people than things. As leaders, they are representing people, and they have to show through their words and actions that they are there for people when they need them.
The best interests of the people are always at the forefront of a leader’s mind. They are compassionate. They can’t fake it.
Leaders need to be open-minded. Yes, it is important to have guiding principles, but it is also important to think through issues and make decisions based on what is best for the people they represent and not just on ideology.
People respect those who can look at an issue, digest the facts and, in the end, do the right thing. Sometimes, yes, horror of horrors, an enlightened leader may actually change a position based on new information.
There is nothing wrong with being agile in thinking through problems and coming up with a different solution. Once again, they do the right thing.
At the same time, there are times when they have to stand their ground on issues, even if it isn’t popular with some people.
The respect they get from others is built not on always mutually agreeing, but on knowing that they are doing what they think is right and what is best for the people they represent or lead.
They are courageous in their determination to do what’s right. They don’t blame others or try to avoid taking responsibility.
Great leaders have a sense of humility. They put others first. They admit mistakes. They put the needs of the people ahead of their own. They don’t need to be constantly praised, but rather, they show their gratitude for all that is done for them and for others. They win modestly and they lose graciously on issues.
Self-confidence helps others be confident. When others are worried about a problem, leaders stoically stand strong. There is always a solution to every problem, and leaders will work to find that solution.
That brings us to optimism. Leaders believe our best days are not behind us but in front of us. Great leaders rise above the pessimism and negativity of others and always believe there is an appropriate solution that can be reached with a little planning and hard work.
It is important that they treat everyone fairly. They respect and appreciate everyone, regardless of race, religion, nationality, sexual orientation, or any other arbitrary difference. Most importantly, they will fight hard to protect the rights of every person, no matter what demographic they may represent.
Great leaders are focused. They understand the issues; they understand the underlying causes of the issues; they understand how people feel about the issues.
They know how to plan and are insightful. They have a vision for reaching the important goals of the organization.
They see both the short-term and long-term consequences of actions—or lack of action. Once a plan is formulated, they are focused on seeing it through.
They do not lose sight of details and goals or become “lost in the weeds” as other issues come up and others try to divert discussion or direction. They model and expect persistence in working to reach those goals.
Leaders are visible. They are constantly involved in community activities. They are approachable.
People feel like they can share ideas with them at the grocery store, thank them for their hard work after church or bend their ear about an issue at the community concert.
Even people who disagree with some of their positions will respect the fact that they are out there and accessible.
Great leaders are team players. They value the opinions of their employees or constituents. They strive to reach consensus but realize that they may sometimes have to make the final decision.
They know “the buck stops with them.” Leaders surround themselves with people who are not “yes men” but those who will share concerns and solutions.
They care about and support the other members of the team, empowering them. Just as they hold themselves accountable, they hold others accountable. They praise people publicly and are critical privately. There is a mutual sense of respect expected among everyone. The leader raises and sets the bar.
Along with developing a great team, leaders foster creativity and innovation. They want people to “think outside the box.”
They ask questions about what will solve a problem, bring more people on board, broaden appeal and be best for people. They want people around them who are knowledgeable and visionary, and they will listen to new ideas and concepts.
At the same time, they don’t have to micromanage because they know some of the best ideas will come from those who have the freedom to try new systems.
People who are running for mayor, state positions, the House of Representatives, or the Senate are applying for a job with us.
They present a resume to us with their experience, their past interactions with others, their positions on current issues and their vision for the future.
As their employers, we the people, must get to know them, find out as much as possible about them, and make a decision about who we will vote for; who we will hire.
Make no mistake about it, character and personality traits are almost as important as specific policy positions. If we hire someone ignoring their leadership qualities, we should not be surprised when problems arise.
Abraham Lincoln said, “Character is like a tree and reputation like a shadow. The shadow is what we think of it; the tree is the real thing.”
We want to hire, to elect, the real thing. Now, let’s talk about that dynamic vision for our city…
Steve Frey is a writer and CEO of Ascendant Educational Services based in Radford.
