What defines an effective leader? Some would argue that it’s confidence, charisma or the capacity to instil inspiration. Others say power, strength or influence.

What is for certain is that effective leaders connect with their teams. Plain and simple. If you’re trying to understand what motivates and engages employees, the first thing you need to know is that we as human beings are inherently social. We crave connection and appreciation.

A quick Google search of ‘signs of a strong leader’ produces a rather overwhelming 100 million hits – a hefty amount of information to wade through. So we’ve narrowed it down for you, selecting five traits that all leaders should convey in their organisations.

A clear vision

Where’s your organisation headed and how are you future-proofing your business? What’s your plan? According to Harvard Business Review, “the ability to visualise and articulate a possible future state for an organisation or company has always been a vital component of successful leadership”. A vision and comprehensive plan keeps organisations on track. However, it’s great leaders that take this to the next level. They exuberate positivity, inspire others, and continually look towards their vision, but the trick is sharing this vision with their teams. A compelling vision should act as a beacon of direction for employees, perpetuating their purpose and place within an organisation.

The ability to communicate

The ability to communicate is non-negotiable – leaders need to know how to connect with their teams. If you think of the world’s best leaders or even leaders through history, they were all known for being incredible communicators. But what should leaders be aiming for when it comes to establishing this connection with employees in modern-day business? When it comes to practical skills, great leaders encourage two-way feedback, ask plenty of questions, practice the art of active listening but, most of all, establish a connection. According to Forbes Magazine, this connection should be real, emotional and personal when leaders start to forge new relationships with their teams. And, there’s nothing wrong with showing your human side – Stefano Trojani of the World Economic Forum suggests that the ultimate attribute of a leader is the capacity to listen to their team as well as understand their needs, fears and expectations. As he explains, without this, there can be no trust, and with no trust, it’s impossible to find success.

A deep sense of empathy

‘Put yourself in others’ shoes’ – we’ve all heard the quote right? Great leaders practice the art of empathy. Do you want to unlock loyalty, employee engagement and happiness in your workplace? Well then, empathy is the key. When leaders take on the perspective of their employees and genuinely take an interest, it encourages and builds trust. People are a lot more open when they feel acknowledged and valued. Much like personal relationships, we’re more likely to stay with someone when we feel heard, appreciated and cared for. So it’s no different when it comes to the workplace. Some organisations believe that empathy is so important that they send leaders to ‘empathy training’. According to the Wall Street Journal, 20 per cent of US employers are now offering empathy training, up substantially from a decade ago.

Responsibility and accountability

It’s through personal behaviour and quality decision-making that leaders can set standards and expectations. But great leaders practice what they preach – leading by example and showing teams how to be accountable rather than just telling them to be so. How do they do this? Through discipline and keeping themselves as well as their teams on track. Great leaders should also show integrity. Yes, mistakes will be made. After all, we’re all human. But leaders who are honest and upfront with their teams when something goes wrong will get the respect they deserve.

The capacity to be transparent

There’s an idea that in some organisations if leaders let their guard down, they’ll appear less authoritative, lose gravitas and respect from their teams. This isn’t the case at all. In fact, most employees want their leaders to be transparent and honest. According to Glenn Llopis of  Forbes, they want to relate to their leaders and know that they face similar problems that they do. As we’ve said before, it’s all about establishing a human connection. Studies have found that transparency from management can be the most significant predictor of employee happiness. Leaders who proactively practice transparency and openness can be seen as more trustworthy. Those that are happier at work ultimately perform better. According to an IBM survey, 75 per cent of CEOs noted that having an open culture in their organisations is critical – “As CEOs ratchet up the level of openness within their organisations, they are developing collaborative environments where employees are encouraged to speak up, exercise personal initiative, connect with fellow collaborators, and innovate”.

How Heelix can help

Heelix is a cutting-edge way for leaders to connect and engage with their teams – after all, a high performing workforce is an empowered one. Heelix has been developed with collaboration in mind, offering a range of features and tools that bring teams together. Ready to take your leadership style from good to great? Enjoy a complimentary trial of Heelix today.