Having a true executive mindset is a key differentiator for those who ascend to the pinnacle of leadership.
It goes beyond just occupying a position…it is an entire cognitive framework that propels individuals toward remarkable achievements.
When Y Scouts started in 2012, our co-founders sat down with a neuroscientist to really understand the key characteristics and psychology that make a great leader.
Those characteristics are:
- The ability to drive results
- A history of developing others
- The mindset to learn relentlessly
Since that day, these characteristics became the core values of Y Scouts. We live them every day and they are completely engrained in our culture for everything that we do.
These characteristics are what we look also look for in all of the candidates we source and interview for our executive searches.
And it’s a recipe for consistently identifying TRUE LEADERS in a sea of wanna-be’s.
In this article, we’ll break down each characteristic in more detail so you can understand WHY all great leaders must possess these traits.
Let’s jump in.
The Ability To Drive Results
When it comes to exceptional leadership, having the ability to drive results is a total game-changer. True leaders aren’t content with just the status quo; they’re all about achieving remarkable and tangible outcomes. It’s not simply about checking off tasks; it’s about being strategic and unwavering in pushing boundaries and making a real impact on the organization’s vision.
Now, driving results isn’t a walk in the park. It requires a sharp focus on setting clear objectives, promoting a results-oriented culture, and rallying the team around a common purpose. There might be ups and downs along the way, but exceptional leaders keep their eyes on the prize, inspiring the entire team to bring their A-game.
And at the end of the day, great leaders just don’t talk the talk…but they actually have the PROOF and a track record to show that they have driven results in the past. Typically this proof is quantitative, and great leaders have the data and numbers to show how they crushed their goals and over delivered on the results they were striving for.
A History of Developing Others
Great leaders are incredible at developing their team members. They know that the organization’s success depends on it. So, they invest time and resources, empower their team, and create a culture of learning and support. Personalized growth plans are their secret sauce, helping everyone reach their full potential. It’s all about inspiring the team to aim high and stay dedicated. This is truly the mark of a great leader.
Exceptional leaders also know that developing others creates a strong talent pipeline within the organization. Promoting from within builds loyalty and commitment, boosting morale and reducing turnover. It keeps the organization agile, with skilled individuals always ready to take on new challenges and leadership roles. This commitment to development is a long-term practice and a vital part of their management approach.
But similar to driving results…great leaders just don’t “talk about” developing others. They have actual case studies and examples of when they demonstrated this ability within the organization. Whether that’s how they took someone from an entry-level role and mentored them into a management position, to helping team members learn new skills that propelled them in their career. No matter what the case studies are, they have a history of doing this more than once, and it’s something that they will continue to do for the rest of their career.
The Mindset To Learn Relentlessly
Great leaders are always learning. You never see a great leader who is content with how things are and already thinks “they know everything”. Instead, they know the world is always changing, so they stay curious and open-minded. They’re eager to try new things, attend workshops, read books, chat with interesting people, and seek mentorship – anything to grow personally and professionally. Their hunger for knowledge not only keeps them sharp and adaptable but also motivates others to embrace a culture of continuous learning too.
To put it differently…learning is a lifelong journey for these great leaders. They get that there’s always more to know and no such thing as being too skilled. They’re humble and not afraid to admit when they need help, seeking guidance from anyone with valuable insights. This openness to learning from others, no matter their position, makes them highly resourceful and coachable.
And what makes leaders who are relentless learners unstoppable is their ability to problem-solve. They look at challenges as a new opportunity to learn something new and grow their skillset, and they look forward to learning how to conquer each challenge they’re faced with. This type of learning mindset is invaluable to an organization, which is why you’ll always see great leaders promote a culture of learning within the company.
Conclusion
At Y Scouts, we would argue that you aren’t a GREAT leader unless you possess all three of these characteristics. Some “good” leaders possess two of the three…but only the best of the best have a history of demonstrating all three.
Let this article be a north star for you as you continue to embark on your leadership journey. If you are not progressing as quickly as you want in your career as a leader, chances are you are missing at least one (and maybe more) of these key characteristics above.
And that’s okay.
Because the key to growth is first identifying where you need to improve, and then making an action plan to start making those improvements.
But we can promise you that if you become a master at embedding these three characteristics into your “leadership DNA”, you will become an unstoppable force and you’ll have a perpetual calling card to take your career in any direction you desire.
But it all starts with PROVING you live by these three characteristics…
