The 4 Pillars of Leadership Effectiveness

January 11, 2018 • 4 minute read • by Saeed

“You don’t build a business. You build people. The people then build the business.” ~ Unknown

Leaders have numerous issues competing for their attention. And great leaders know how to focus their attention and how to direct the attention of others to what matters most. Indeed, the ability to focus attention is my favorite definition of leadership.

But what should leaders focus on? In over 30 years of leadership experience, I have narrowed this down to 4 key pillars, without which, it would be difficult to support an effective organization. They are as follows:

1.      Employee Well-Being and Engagement

Your people are your greatest asset. Above all, they should be healthy and happy. To maintain a high performance environment, you have to ensure that employee morale and engagement is high.  Your ability to develop people and motivate them will drive results and keep people engaged. Most people want to work in a dynamic environment where they feel they can thrive. They want to grow personally and professionally through training, coaching, and exposure to new ideas, people and situations. Therefore, you need to promote personal development that leads to additional opportunities for team members. Your top role is to inspire and engage people. If you don’t engage your teams, your organizational well-being will suffer. Finally, make sure your employees are cared for and can attend to their personal lives while they are helping build up your business.

2.      Employee Productivity and Goal Setting

Next, you must make sure that you challenge and stretch your employees. You must set expectations that will help you reach your goals for the company. You have to be on top of the short term goals and how they fit with your long term aspirations. Individual goals must be in alignment with company vision. A lack of alignment in this area will have an impact on performance levels as well as a person’s level of engagement. Set your employees up so they can be their most productive. This does not mean extract out of them an 8 hour day. This is the most simplistic interpretation of productivity. Give your employees productivity tools and hacks. Train them and build their capacity for productivity. Help them manage time, energy, focus and attention. Make sure your internal processes are not bottlenecking decisions or hampering their forward progress.

3.      Innovation and Continuous Improvement

To compete in today’s environment, you have to free up your employees so they can innovate. You have a pool of creative talent in your organization. Trust me, you do. If you don’t see it, it’s because you have not learned to tap into it. Creativity plays a large role in high performance work environments. Leaders need foster creativity by continually focusing on ensuring and rewarding creative work. You also need to communicate that everyone plays a meaningful role in achieving the company vision through their own creativity. You need to ‘create’ an environment where team members have the confidence to voice their opinions and concerns. When people feel that their voice is heard, they will speak up more and take more risks. They will be more engaged and will feel that the role they play is important to the overall well-being and success of the company. The surest way to squash creativity is through micromanagement and a focus on things that matter least. People feed off of encouragement. Focus on what they do well. Find their strengths and help your employees triple down on them.

4.      Effective Operational Processes

The final key area of focus is process. You can’t have the other three without efficiency in the day to day operations of the company. A good process adds value. Internal process should never be a barrier to getting things done. This is accomplished through the establishment of tested and true internal processes and protocols and through continuous review and improvement of them. Performance will suffer without a solid foundation for how things are done and a clear directive for what is expected. Therefore, how you want things done and a timeframe for when tasks and projects are to be completed needs to be clearly communicated and mutually agreed upon. This discipline needs to be executed consistently. If you keep changing up your processes, you will demoralize your employees. Before implementing a process it needs to be well thought out and then you need to be open to adjustments and input on improvement as identified by your team. Provide a forum so they can voice their opinions, thoughts and ideas to continuously improve how things are done.

A Final Word…

The top four areas are not the only areas of focus for a leader. Strategy, communication, emotional intelligence and so forth are also exceedingly important areas deserving of a leader’s attention. But in my experience, the four areas above are the most important. They are the most essential because without these four being strongly in place, you cannot have anything else. Focusing on these four pillars will help to communicate expectations for employees, create further engagement, and improve performance efficiencies. Upon these four pillars, you can build skyscrapers.

Good luck.

Wait! Before you go…

I really appreciate that you are reading my post. If you found it helpful, I invite you to follow me on LinkedIn or subscribe to read exclusive content on my BLOG.

Why would you follow me?

I write personal and professional development articles to help readers be the most effective human being they can be; in short, to help you find your inner awesomeness. By liking, commenting, sharing, and following, you are encouraging me to keep going. It is my direct feedback loop that tells me that I am providing value to you.

I also love connecting with new people and seeing what others are up to in the world.

Last thing, if you liked this post, consider checking out my other recent posts for inspiration and concrete actions steps to become more effective at work and life.



©2018 – All Content by Saeed H. Mirfattah, M.A.

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