What skills and traits are important for leaders?

Daniel Goleman (famous psychologist and author of Emotional Intelligence) believes that there are two skills that make a great leader: Emotional intelligence: the ability to recognize, understand and manage one's own emotions and the ability to empathize with those of others. Self-awareness : the ability to look within to know our own character and the reasons for our actions. A leader who lacks emotional intelligence and, consequently, empathy, could deprive his subordinates of appreciation and praise. Since 66% of your employees consider quitting because they don't feel valued, you'll want to make sure your leadership positions are filled by people with a high emotional quotient. However, emotional intelligence and self-awareness are difficult qualities to assess. A candidate's experience and education alone are not good measures of the traits and interpersonal skills needed to run a company. So how do you identify good leaders? A mistake here could be very costly (companies lose almost 30% of the position's first year's revenue when they hire someone who is poor.



Since leaders play such an influential role in the company, it's even more important to get these hires right. Leadership assessments can help take the guesswork out of finding good leaders. They measure interpersonal skills, personality traits, and even leadership style. This way, you can decide if a person will be a good fit for your company and can contribute to your growth. Additionally, the results of leadership assessments can help leaders grow by identifying their strengths and promoting them, while also highlighting areas for improvement. Types of leadership assessments These are some of Brazil Phone Number Data the most popular assessments that can help you determine whether or not a candidate is a good leader. The DISC test The DISC test isays to collaborate and communicate as a team. The DISC test studies individuals under two domains: the external and the internal. The external domain evaluates how they interact with others and their external environment, while the internal domain evaluates how they process their thoughts. The top two quadrants represent assertive and extroverted people, while the bottom two represent reserved and introverted people.







The two quadrants on the left represent people who are task-focused and motivated by tasks, while the two on the right represent people who are focused on and motivated by people. The four different combinations of these traits form the four personalities: Dominance, Influence, Firmness, and Compliance. Dominance : extroverted and focused on tasks. These individuals are aggressive problem solvers, agile, and know how to communicate effectively and efficiently. Problem solving is one of your strengths, while hasty decisions and impatience are your weaknesses. Influence : Extroverted and people-focused. These people are interactive and socially skilled. This DISC type needs recognition to work. Reliance on people's approval as motivation is its weakness. Firmness : introverted and people-focused. These individuals prefer fewer interactions and take their time making decisions. They depend on people, feelings and relationships. Compliance : Introverted and task-focused. These individuals are cautious in both work and social interactions. They are logical, analytical and pay great attention to details. The 16 types test The 16 Factor Personality test (16 PF) allows you to know a candidate's energy source, the way they process information, how they make decisions and the type of lifestyle they prefer.