How to become a better leader

Learning to become a better leader through behavioural science, communication, collaboration and sustainable change.

Leadership is more than a title or position; it’s a dynamic and evolving practice that requires a blend of skills, insights, and behaviours. As a business coach deeply invested in behavioural science, communication, collaboration, and sustainable change, I’ve seen firsthand how these elements intertwine to create effective leaders.

Here’s how to become a better leader for both your team and your business.

Understanding behavioural science in leadership

The power of self-awareness

Self-awareness is the foundation of effective leadership. It involves a deep understanding of your strengths, weaknesses, values, and the impact your behaviour has on others.

Leaders who cultivate self-awareness are better equipped to manage their emotional triggers and maintain control in stressful situations. They build authentic relationships grounded in trust and empathy, enabling them to connect with their team on a personal level. This connection fosters a positive work environment where team members feel valued and understood.

Furthermore, self-aware leaders can make informed decisions that align with their core values, ensuring consistency and integrity in their actions.

Leveraging emotional intelligence

Emotional intelligence (EI) is the ability to recognise, understand, and manage your emotions, as well as those of others.

High EI leaders excel in communication, effectively navigating social complexities and fostering a collaborative team spirit. They are adept at handling stress and resolving conflicts, which are inevitable in any organisation. To enhance your EI, focus on improving your self-regulation to stay composed under pressure, develop empathy to better understand your team’s perspectives, hone your social skills to build stronger relationships, and cultivate intrinsic motivation to drive your leadership efforts.

These skills combined create a leader who can inspire and guide their team through any challenge.

Mastering communication

Those wanting to know how to be a better leader need to prioritise communication. You could have the best ideas in the world, but if you can’t communicate them, your vision will never be fulfilled.

Clarity and transparency

Clear and transparent communication is vital for setting expectations, providing feedback, and building trust within your team. As a leader, strive to articulate your vision and goals succinctly, ensuring everyone understands their role in achieving them.

Be honest about challenges and setbacks, as transparency fosters trust and encourages a culture of openness. When your team feels informed and valued, they are more likely to engage and contribute meaningfully. Encourage open dialogue and active listening, creating an environment where everyone feels comfortable sharing their ideas and concerns.

This two-way communication not only strengthens relationships but also drives innovation and problem-solving.

Storytelling and persuasion

Great leaders are also great storytellers. They use stories to inspire and motivate their teams, simplifying complex ideas and making them relatable. Storytelling can reinforce your company’s culture and values, providing context and meaning to your team’s work.

When you share stories of past successes, challenges overcome, or the vision for the future, you create a narrative that your team can rally around. This not only boosts morale but also helps to align everyone’s efforts toward common goals.

Effective storytelling requires practice, so take the time to craft and refine your narratives, ensuring they resonate with your audience.

Active listening

Listening is just as important as speaking in effective communication. Practice active listening by giving your full attention to the speaker, reflecting on what is said before responding, and asking questions to deepen your understanding. This demonstrates respect and shows that you value their input.

Active listening helps you gather important information, identify underlying issues, and build stronger relationships. It also encourages your team to speak openly, fostering a culture of mutual respect and collaboration.

As a leader, making a conscious effort to listen actively will improve your communication skills and create a more inclusive and engaged team environment.

Fostering collaboration

Building a collaborative culture

A collaborative culture doesn’t happen by accident; it requires intentional effort and consistent practice. To build a collaborative environment, encourage teamwork and the sharing of ideas.

Create opportunities for cross-functional collaboration, allowing team members from different departments to work together and learn from each other. Recognise and reward collaborative behaviour, highlighting its importance and encouraging others to follow suit. Provide the tools and resources necessary for effective collaboration, such as project management software and regular team-building activities.

By fostering a culture of collaboration, you create a more innovative, resilient, and agile organisation capable of adapting to changing circumstances.

Empowering your team

Empowerment involves giving your team the autonomy to make decisions and take ownership of their work. Empowered teams are more innovative, engaged, and committed to their goals. To empower your team, delegate tasks effectively, ensuring that each team member has the opportunity to contribute meaningfully.

Provide the resources and support they need to succeed, including training, mentorship, and access to necessary tools. Trust their judgment and expertise, allowing them to take calculated risks and learn from their experiences.

By empowering your team, you create a sense of ownership and accountability, leading to higher motivation and better performance.

Conflict resolution

Conflict is inevitable in any team, but how it’s managed can strengthen or weaken the group. Effective conflict resolution involves addressing issues promptly and directly, facilitating constructive discussions, and finding mutually beneficial solutions.

As a leader, create a safe space for open dialogue, where team members feel comfortable expressing their concerns. Use active listening and empathy to understand all perspectives, and guide the conversation toward a resolution that respects everyone’s needs.

By handling conflicts effectively, you can turn potential disruptions into opportunities for growth and improvement, strengthening your team’s cohesion and trust.

Driving sustainable change

Leading by example

Change starts at the top. Model the behaviour you want to see in your team by being adaptable, resilient, and open to feedback. Show your commitment to continuous improvement by embracing new ideas and learning from your mistakes.

When your team sees you leading by example, they are more likely to adopt the same behaviours and attitudes. Be transparent about your own challenges and growth, demonstrating that it’s okay to take risks and learn from failures.

Leading by example builds credibility and inspires your team to follow suit, driving sustainable change throughout the organisation.

Creating a vision for change

A compelling vision for change provides direction and purpose. Communicate this vision clearly and consistently, explaining why the change is necessary and how it benefits everyone involved.

Use storytelling to make the vision relatable and inspiring, connecting it to your team’s values and goals. Break down the vision into actionable steps, providing a roadmap for how the change will be implemented. Regularly update your team on progress and celebrate milestones, keeping the momentum going and reinforcing the importance of the change.

A well-communicated vision helps to align everyone’s efforts and creates a shared sense of purpose and motivation.

Engaging and involving your team

People are more likely to support change when they feel involved in the process.

Engage your team by seeking their input and feedback, involving them in decision-making, and giving them a sense of ownership over the change.

Hold regular meetings and workshops to discuss the change, address concerns, and brainstorm solutions. Recognise and celebrate contributions, showing appreciation for the efforts and ideas that drive the change forward.

Actively involve your team to build buy-in and commitment, making the change process smoother and more effective.

Sustaining momentum

Sustainable change requires ongoing effort and commitment. To keep the momentum going, continuously monitor progress and make necessary adjustments.

Regularly communicate updates and celebrate successes, keeping your team motivated and focused on the long-term goals. Provide ongoing support and resources, ensuring your team has what they need to succeed. Encourage a culture of continuous improvement, where feedback is valued and used to drive further progress.

By maintaining focus and celebrating achievements, you can sustain momentum and embed the change into your organisation’s fabric.

Conclusion

Leadership is a journey, not a destination. By integrating insights from behavioural science, honing your communication skills, fostering a collaborative environment, and driving sustainable change, you can learn how to become a better leader – one who inspires and empowers others.

Remember, the most effective leaders are those who never stop learning and growing. Embrace the journey and strive to be the best leader you can be.