A contagious leader is someone you want to be around. Plain and simple.
Their leadership style exudes confidence, collaboration, communication and commitment. The contagious leader is all about a productive partnership.
The contagious leader builds a tribe or following that values and works towards collective success. It is someone you want to work for and learn from everyday.
Some key traits of a contagious leader include:
- Underlying confidence.
- Exceptional with verbal and nonverbal communication.
- Committed to developing others.
- Collaborate with others to co-create solutions.
When employees and co-workers feel valued, that’s when the magic begins to happen!
Learn more about The Contagious Leader Program
Where you find commitment and talent, look for the contagious leader.
Lynn Dessert is an Executive Coach who supports leaders across the world in developing their personal capabilities. Perhaps, they aspire or are stepping into new role. She works with hi-potential leaders, new leaders and seasoned leaders.
Often, organizations seek her out to help develop interpersonal, communication and relationship skills. Organizations that recognize these gaps offer support for personal and leadership development.
When developing The Contagious Leader program, Lynn specifically integrates awareness, learning, practice and reflection into each session. This approach provides organizations and leaders a strong foundation for building a coaching skills culture.
Why are Contagious Leaders Important?
It’s easy to tell when a leader or organization is ineffective. Usually there are very clear signs of trouble. Employees see and experience the struggle first hand. Ultimately, it shows up in lots of negative outcomes – profitability, high employee turnover and costly employee or customer related issues.
Sometimes management picks up on those leadership difficulties and sometimes they look the other way. If management is not doing anything to correct the situation, it may be that:
- Management assumes the leader will get better with time and experience.
- The organization has other priorities.
- There are budget constraints.
- Leadership development is seen as an expense vs. an investment.
- Management thinks they have time to work with the individual internally.
What organizations overlook is how investing in their leaders and employees reap benefits – culturally and financially. Employees who love coming to work – work smarter and miss fewer days. Their excitement draws top notch employees and customers in.
Think about it.
If an organization makes an investment in a leader of a company, division or group, they are making an investment in each and every one of the people under that leader. As a leader works on defining their self – motives, decision-making, values and patterns; their behaviors become more consistent and predictable.