April 15, 2024

Master The Art Of Leadership: 8 Powerful Tips You Need To Know



Published May 21, 2023, 10:20 p.m. by Arrik Motley


Are you a leader? Or are you someone who follows others? If you want to be a leader, there are certain things you need to know. Here are 8 powerful tips to help you master the art of leadership.

1. Leaders are not born, they are made.

Anyone can become a leader if they have the right attitude and mindset. You need to be able to inspire others and have a vision for what you want to achieve.

2. Leaders are not afraid of taking risks.

If you want to be a leader, you need to be willing to take risks. This doesn’t mean being reckless, but it does mean being willing to step outside your comfort zone.

3. Leaders are decisive.

A leader needs to be able to make decisions quickly and confidently. This can be difficult, but it’s important to remember that not every decision will be popular.

4. Leaders are passionate.

A leader needs to be passionate about what they’re doing. This passion will inspire others to follow you and achieve great things.

5. Leaders are honest.

A leader needs to be honest with themselves and with others. This doesn’t mean being perfect, but it does mean being truthful.

6. Leaders are confident.

A leader needs to have confidence in their abilities. This confidence will inspire others and help you achieve your goals.

7. Leaders are humble.

A leader needs to be humble. This doesn’t mean being a doormat, but it does mean not thinking you’re better than others.

8. Leaders are lifelong learners.

A leader is never done learning. They are always looking for new ways to improve and grow.

If you want to be a leader, these are the 8 things you need to know. master these tips and you’ll be well on your way to becoming a great leader.

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a manager at age 23 a vice president in

a U.S Fortune 500 company by age 25 a US

dollar six-figure compensation package

that included a fully maintained vehicle

a luxury apartment with all expenses

paid and the ability to travel across

the globe to places like Africa Mexico

India USA Dominican Republic for work no

I didn't grow up in a place where there

were a lot of leaders around me that I

could emulate I grew up in poverty in a

community where farming was the ideal

job for the average citizen and because

of this I had to develop and teach

myself leadership skills that would

allow me to achieve the goals that I

mentioned earlier but with all that I

still don't consider myself made because

if it wasn't for those employees who

trusted me in guiding their career every

family member that played a role in the

achievement of my goals every client

that gave us business every supervisor

that I partnered with to achieve these

objectives and mentors like a Leighton

McKnight today I would be nothing they

all played a pivotal role in my success

and I owe it to them for me being the

woman that I am today so to everyone who

had a hand in my career I'd like to

publicly thank you again and with this

video I would like to have a hand in

somebody else's career as they embark on

achieving their professional greatness

and these people who I worked with

especially in the Inception of my career

that I have so much love and respect for

what I liked about it is that they

thrived financially as well they bought

houses not house at the entry level the

I'm not talking about supervisors and

leaders they bought houses they bought

Vehicles they invested in businesses and

they too were excelling sending their

children to University locally and

abroad and doing all the things that

they had dreamed of as well and that's

exactly how it should be leaders

shouldn't be the only ones that prosper

in these organizations because if that's

the case you're managing you're not

leading as such my rock stars today I'm

gonna share with you the leadership

strategies that I use to get promoted in

record time in an organization that

before me had no one in leadership who

was my color from my country or with my

background if you want a promotion at

your job this video is for you if you

want a pay raise at your place of

employment this video is for you if you

want the majority of your employees to

respect you and to support your goals

this video is for you and if you want to

develop leadership strategies that are

not just gonna help you in your

professional life but in your personal

life or in your business then this video

is for you as well

[Music]

welcome back to the channel Rockstars

it's so great to have you back when I

initially thought about doing this video

I thought it would be more appropriate

for it to be in a course because of the

level of details that I'll go into but I

decided that a course will not be

affordable to everyone but everybody is

looking for leadership skills so what

I'm gonna do today is I'm gonna share my

personal leadership style the principles

that I learned and the model and the

strategy that I developed that you can

use to achieve your goals but I'm

definitely going to stay at a high level

and I may still do the course later on

where I get more granular but I'm gonna

ask you to tell me if it's something

that you think you need after I'm done

covering this at a high level today

please remember that there are scammers

in the comments they're gonna be using

my photograph pretending to be me and

asking you to Whatsapp or telegram them

it's not me please ignore and report

that said rockstars class is now in

session

now in school I wasn't the kind of

student who could memorize things and

regurgitate it I had to develop some

sort of a formula some sort of a system

or a strategy that would help me to jog

my memory and apply what I'm learning to

real life so what I've done with this

leadership strategy is exactly that I

used it to create an acronym that's

relevant and relatable to what we're

gonna talk about and that acronym is

elevator and in my book I refer to this

as the odeta rocket elevator leadership

principles or to relp now that doesn't

make sense to Rel what the hell is that

but you get the point and This Acronym

elevator it means engage lead Empower

value accelerate train optimize reward

recognize and retain now I have lived my

professional life on the principle that

we Rise by lifting others if we are

rising which means we're achieving our

goals we're getting promoted we're

making more money and we're not going

back and sending the elevator down so

that others can be lifted up to achieve

their goals you're being a manager and

not a leader and that's the philosophy

behind the term or the acronym elevator

you rise by lifting others so let's

start with the first letter in this

leadership principle which is e and it

represents engage now in a professional

environment when you engage you are able

to make authentic connections with

either your peers or your employees or

even your clients and in doing so you

show genuine care and concern for their

needs for their wants and compassion for

anything that they're going through I

have seen many of you in the elevators

ask somebody when you come in good

morning how are you doing but you could

care less what the person has to say

you're just doing it because it's

expected and you think it communicates

that you care My Philosophy is don't ask

that question if you don't care to hear

the answer so that's a basic example of

showing genuine and authentic care and

concern especially in a professional

environment when you engage as a leader

you also listen and you not just listen

but you follow through on what you're

being asked and you provide regular

updates to the employee that has made

the request one of the powerful things

about engaging professionally is that

when you get good at it you engage

employees Hearts not just their minds

which means that they'll usually do

anything that doesn't contradict with

their values or character to help you

succeed because they're able to make a

meaningful connection with you that goes

beyond the obvious by engaging you're

also communicating not just openly but

honestly and effectively I've seen

managers working even in my environment

that feel like certain things they're

the only ones who is supposed to know

even though there's no harm in telling

those persons that report to them why

because they have placed themselves on

this pedestal of authority and keeping

information among the few who are there

with them is something they take pride

in doing it is not a good leadership

trait by communicating openly and

honestly with your staff with your peers

with your clients they learn to respect

you under engage is also knowing your

people and in the same way where the

bank says kyc which is know your

customer in a professional environment

you need to know your people kyp and I'm

not talking about just knowing their

names and possibly where they live

because you have a vested interest in

them coming to work on time but you need

to know what their objectives are what

they're passionate about what's the

situation with their family and there

were times in my career when I couldn't

do this effectively because I had

thousands of employees but you know what

everyone that had a direct report to me

I knew everything about them as long as

it's information they were willing to

share and it gave me what I needed to

build up dialogue with them to check in

on them and to make sure that at all

times they're achieving their goals

while we are pushing to achieve the

overall goals of the organization now

here's what happens when you have an

Engaged Workforce you will experience a

70 reduction in safety incidents or

anything related to that also typical is

a 41 reduction in absenteeism as well as

a 24 reduction in defects especially if

you have a business that's producing

anything where the quality of output is

critical importantly because this one is

going to save your organization a lot of

money you're going to experience a 17

increase in productivity and a 21

increase in profitability why aren't you

engaging your staff the benefits are

tremendous my rockstars so as a leader

if you're not practicing these

principles of Engagement I implore you

to start today now the second leadership

principle in the acronym elevator is to

lead what you have to remember in

leadership is that you have a

responsibility to serve others before

you serve yourself and in doing so you

must lead with heart which I'm gonna

talk about later on like I said earlier

when you lead and not manage you give

trust to gain trust you build

relationships with your staff members

you also own your staff members failures

I know too many people out there who are

managing and the minute something goes

wrong they blame their employees but

when things go right they take credit

that's not a character trait of a great

leader step up and take responsibility

when they're failing and Coach them in

the background and give them praise when

you're succeeding because remember no

man is an island no leadership is so

critical as a character trait in these

leadership principles that I wanted to

break it down further and develop a

success strategy for leaders and again I

used an acronym and in this case I'm

using Elevate and it simply means that

as a leader you need to educate yourself

which is the e in Elevate you need to

lead not follow you need to make the

call and do what's right for your people

not do what's popular you need to

empower yourself while you're doing so

you need to be very versatile you need

to Aspire not just for yourself but for

your people you need to be tenacious and

you also need to apply empathy and this

is a huge one that we're gonna talk more

about later on so build you and this you

or this version of you need to have

these character traits for you to be an

amazing leader now a good leader is

adaptable to change they don't succumb

to pressure whether it's from their

employees or from their peers they keep

calm under stress such an important

character trait because I've seen

managers not leaders throw Tantrums at

work or they talk down to their staff or

even talk about their staff members

behind their backs with others if you

are a manager that's talking down to

your people you have some self-esteem

issues that you need to get addressed

not to mention your lack of emotional

intelligence which is a critical

leadership character trait and also your

lack of self-awareness and unfortunately

I know many of you out there some of you

in BPO who are leaders who talk down to

people and who lose their cool when

they're under pressure and allow their

emotions to take over from their

intellect if you're this kind of leader

I encourage you to keep listening

because there's definitely something in

here for you to cure that behavior now

under this umbrella of leadership one of

the key character traits is that leaders

must be emotionally intelligent and

self-aware when you are emotionally

intelligent as a leader you understand

your own feelings and as such are able

to understand and interpret how others

feel without them saying it when you

understand other people's emotions you

know what my rockstars you can influence

those emotions if someone were to come

to work one day feeling really bad for

whatever reason and you are emotionally

intelligent as a leader you will have

the ability believe it or not to get

that person to feel a little bit better

that's the power of emotional

intelligence for me it's a superpower in

leadership which is why I talk so much

about it in my book the problem with a

lot of managers is that they can't

manage their own emotions and in doing

so they allow their emotions to take

precedence over their intellect and look

a fool because obviously if you're a

manager who is throwing a tantrum or

talking negatively to your people or

shouting at them you will never be able

to win their respect they'll work for

you because they have to but never

because they want to when you are

emotionally intelligent as a leader you

respond you don't react do you know how

many leaders I see for example something

coming up in social media that speaks

negatively about them or their

organization and instead of reading and

understanding it and seeing it from the

employees perspective and responding

they immediately react and guess what

they do they go on the defensive no

we're not paying people incorrectly no

we're always paying on time so many

people can't be wrong as an emotionally

intelligent leader you will listen to

respond not to react and in doing so you

make introspection a hobby and

self-awareness a habit meaning whenever

something happens with a professional or

personally you look into yourself first

you do the introspection and see if you

are at fault if you have any

opportunities to improve and in doing so

you're aware of what is happening around

you and how others could potentially

perceive what it is that they're

complaining about or what it is that

they're not happy about in the workplace

now the second e in elevator is to

empower now a lot of leaders don't

Empower their people and that's simply

because they don't trust and believe in

their true potential show every employee

that you have have certain strengths

certain opportunities certain talents

and certain skills you have a

responsibility to figure out the best

way to leverage these skills to increase

the employees value or worth so that you

can trust them and believe in their

capabilities enough to empower them if

you are the kind of leader who whenever

your employees make a mistake you

ridicule them and you sink them beneath

the ground with your criticism and your

negativity you will not be able to

empower because the worst thing that you

can do with an employee is to ridicule

them when they make a mistake because it

stifles creativity when an employee

makes a mistake as a leader you have a

responsibility to coach them on how

differently they could have approached

the situation and give them an

opportunity to practice what you have

shared can you imagine if someone had

ridiculed you for every mistake you made

you wouldn't be here I know for a fact I

would not have achieved my goals your

responsibility as a leader is to develop

them and give them opportunities to grow

because stagnation does not drive

empowerment when you Empower employees

you also provide them with opportunities

to win you basically create an

environment at work where they can

Thrive where you can set goals for them

to achieve and guide them on that path

to them achieving their full potential

now value is the next principle in this

strategy that I developed from a

leadership perspective now this is where

undervalue we talk about leading with

heart and I used heart as an acronym as

well when as a leader you lead with

heart you lead with humility that's the

age you lead with emotional intelligence

that's the E you lead with

accountability ability that's the a

being reasonable that's the r and the T

is for truthful and transparent

leadership now let's just go over these

very quickly when you demonstrate

humility as a leader you don't behave

like you're better than anybody else in

the workplace you treat your people in

the same way that you would want to be

treated let me give you an example you

never want your pay to be late so when

you are demonstrating humility as a

leader you will never allow a situation

where your employees pay is late or it's

wrong and wrong or late consistently

because things do happen but it

shouldn't happen all the time now a

leader who lacks emotional intelligence

is like a lighthouse in the middle of a

desert bright but absolutely useless I'm

sure you know by now my rock stars that

emotional intelligent is more critical

in leadership ship than IQ which is the

intelligent quotient which I'm basically

saying that street smart when it comes

to leadership is typically better than

book smart and that's because a book

will never teach you how to develop a

heightened awareness of your emotions as

well as the emotions of others this is

something that you're gonna have to

practice in the work environment an

emotional intelligent leader will think

about other people's feelings without

effort you wonder all the time how what

you do or what you say will impact that

person and that my rock stars believe it

or not many people aren't able to do

people will look at you and all they're

thinking about is themselves their needs

their goals and what is important to

them they want for a second even

consider what matters to you which is

why it's such a unique and important

character trait in leadership now as it

pertains to accountability there are

some leaders out there who do what they

say they're gonna do who keep their

commitment to their staff members and

who don't just listen but also act you

have a responsibility to hold your staff

members accountable so you two need to

be held accountable if you're making

commitments to staff you need to follow

through them as a good leader now as it

pertains to being reasonable there's one

thing you must remember in most business

which is that you can't achieve your

goals without people you can't make

money without human resources so in

doing so you must make your people a

priority and be reasonable in your

approach I'll give you an example that

came up some time ago a complaint that

typically comes from BPO as an example

is that people only get 30 minutes to

eat now obviously to leave your desk

grab your purse from the locker go in a

line get your food eat it and come back

30 minutes is unreasonable there is no

client out there that mandates this

based on what I know so if your

employees believe that an hour with no

breaks or less breaks is better for them

as a leader you can be reasonable and

Grant them what they're requesting don't

hide behind the excuse that all our

clients mandate this there's no such

client out there that's doing that to my

knowledge and I stand to be challenged

on this one leaders who are irrational

or unreasonable will never be able to

maintain a loyal Workforce and under

leading with heart the last one is to be

truthful and transparent and this my

rock stars it goes without saying be

honest with your people and share

everything that you believe will have an

impact on them so that they can get

ahead of it and don't share it at the

last minute you know how many times I

see leaders know that people are gonna

be let go for whatever reason whether

they're losing the client or they're

losing the business and they choose to

tell employees at the last minute

instead of talking to employees early

working on a plan so that they don't go

running through the door the minute they

hear the client is going away but also

give them an opportunity to secure their

bread and not be selfish in doing so and

communicating something as important as

their livelihood at the last minute now

also under value is the fact that as a

leader you need to compensate your staff

fairly when you underpay your staff it's

typically an indication that you're

undervaluing their contribution as well

by valuing your people you pay them well

you celebrate their successes and their

accomplishment and you put them first in

everything because it's always people

over profits because without people you

usually can't make any profits now we're

on to a in the leadership principles

that I use to achieve my goals and it is

accelerate now there is an alarming

statistic out there that says only 13 of

senior Executives and human capital

managers believe that their organization

has a ample leadership pipeline which

basically is saying most companies don't

have a succession plan when it comes to

leadership if enough leaders leave that

company could potentially collapse to

resolve this Gap the number one strategy

of business worldwide is to obviously

grow Talent internally accelerate grow

your people or accelerate whatever the

word is as a good leader when it comes

to everybody who reports directly to you

they all need to have a plan for their

growth what exactly are they gonna do

next one principle that I lead by is if

somebody is doing the same job two to

three years after they started it means

that I have failed them because I have a

responsibility to create a career path

for them that will allow them to unleash

their talent and the potential to enable

growth and development to think bigger

for themselves and in doing so I have to

think bigger for my people and encourage

them to also invest in their success so

one way to help your people to

accelerate is to sit with them and

Define some goals to include their

personal and professional goals what is

it that you want to achieve for your

family what is it that you want to

achieve professionally and sometimes

that personal or professional goal will

conflict with what you have in mind for

your people but you have a

responsibility as a leader to ensure

that if it requires them to step out of

your workplace or your organization to

achieve it you're supporting them on

that Journey but guess what you know in

advance and you're able to take

precaution and put things in place to

prevent them leaving from having a

negative impact on your business and you

know what the most amazing thing is my

rock stars when you treat people that

way when they leave they typically come

back because they realize that nobody

else is doing it no the tea in my

elevator leadership principles is to

train and it was Sir Richard Bronson who

said train people well enough so that

they can leave but treat them well

enough so they don't want to there's a

lot of power in that statement my rock

stars and it speaks for itself in

training you need to not just put people

in a classroom to give them knowledge

about your products and services but you

need to coach them you need to develop a

performance Improvement plan for them if

you see that they have opportunities you

need to develop them and you need to

allow the them to participate in

continuous learning when as a leader you

start making up skill in your people a

priority they start looking and they say

she has my best interest at heart or

he's looking out for me and there's a

sense of loyalty that comes that is

unexplainable it is said that a company

that invests in training will see 24

higher profits as a result of taking

that action now the O in elevator is to

optimize as a leader and this is when

you not only train but you take your

employees to another level and you

maximize their potential there's a lot

of people out there who don't even know

what they're capable of and a good

leader will bring their skills their

talents their strengths to the table and

allow them to maximize their potential

when you optimize as a leader as well

you're not a problem identifier you're a

problem solver you know how many

managers out there I see in the work

environment and when you talk to them

about something that's happening or

something that you would like to

accomplish they come up with three

reasons why it can't happen as opposed

to three reasons why it can happen and

how they can contribute to the process

by training your staff to be problem

solvers and not problem identifiers

they're able to propose Solutions when

you identify them and as a leader you

have to be this way for others that look

to you to get this way do you know how

many times I share a side hustle on this

channel and you come up with all the

reasons why you can't do it instead of

just doing some research and saying okay

maybe I can't do it the way Odetta is

saying but I can do it this way remember

my rock stars there will always be

excuses for us to make but there won't

always be opportunities for us to pursue

and you need to have that kind of

mindset as a leader and the last letter

in This Acronym that I have used as the

principles for leadership to achieve the

goals that I had for my career is are

and it is to reward recognize and retain

people as a leader now this one is

another one that's self-explanatory you

need to reward people when they

demonstrate effort and when they

accomplish things and don't wait for the

annual Merit increase or the rear

performance evaluation to do so go over

to them in the moment celebrate and

recognize them recognition should be all

year round not at a specific time or

season you need to also celebrate

people's Milestones whether you set them

or they share with you that they have

achieved them and you need to reward

them financially of course by paying

them in a fair manner but you also also

need to retain them because attrition is

one of the most expensive line items on

any p l the implications as well can be

detrimental to a company because you may

not be able to keep enough knowledge to

sustain your business my rockstars

that's the end of this video that said

thanks for watching please remember to

join our Rockstar family by subscribing

all the best and what good

foreign

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