Over the years, Peter Eckerline has learned a lot about leadership from many different people and admits some of his best ideas came from others.
Eckerline has employed those concepts in his wealth management practice, and much of his success can be attributed to his team and how they shared his vision about serving our clients together.
They made him better, and he always tried to let them know how much he appreciated their efforts.
Before sharing Peter Eckerline’s thoughts on leadership, let’s agree on two things that have to occur, Family comes first, and we have to have fun. People that are happy at their work are more productive and collaborative.
Characteristics of Leaders
1. The best leaders are kind, which sounds simple, but people follow a leader who embraces kindness and listens to them, so they feel they are heard.
2. Leaders let people utilize their talents and abilities to do amazing things.
3. A leader needs followers, which is based on trust, as they can sense, when you care more about them than yourself. They see that and want to do their best.
4. People tend follow you based on how you treat them, and how you handle things when it gets stressful. They want consistency in good times and bad.
5. Leaders are able to create a shared vision, which is critical for success.
6. Actions speak much louder than words when it comes to leadership.
7. Character counts in a leader.
8. Leaders are good at guiding, mentoring, coaching, and creating a workplace where people can excel.
9. Leaders need to have values that govern their behavior and stick to those values.
10. Leaders listen to their team. No one has a monopoly on good ideas, so why wouldn’t you listen?
In summary, a great leader builds an environment where people feel they are appreciated and valued beyond their compensation, and their work is important. They want to feel like they are contributing to something that they believe in.
Obviously, compensation is important; however, Peter Eckerline suggests that the other intangibles are what a leader brings to their team.
In Eckerline’s practice, he went as far as having everyone on his team interview any new potential team members. One no, and they were off the list.
Share with love!
Discover more from Explicit Success
Subscribe to get the latest posts sent to your email.
