Very often, organizations will elevate their best performing employee to a position of leadership and entrust this individual with the task of leading and developing others.
The basis of such a decision is, if one can do well personally he or she can make others do well too. But things turn out differently. The manager is not able to get others to perform to his level; the team does not cooperate either out of resentment or apathy and the manager’s own performance levels drop.
Leading a team requires the following traits –
A single-minded approach to team results:
a top performing employee cannot focus on a team, having become accustomed to concentrating on his or her own performance and results.
A keen interest in enabling others to do better:
A good team leader will not mind if others surpass his achievements. It will be fulfilling for the team leader if the team members not only outshine him but keep improving upon their own individual performance levels.
Leading by example:
A leader will have to show people how it is done, even if it means sharing his or her own best-practices, which top performers will be unwilling to part with.
Put simply, leadership is an attitude.
Note: Good leaders are trained. Progressive organizations will have a leadership identification and development plan in place, to groom the potential leaders.