How social leaders change our way of doing things

Social ability may be described as being able to interact and work efficiently inside and across cultural boundaries (organizational, spatial, demographic, occupational) – exploring, innovative, interconnecting, exchanging, learning together and helping each other. Social skills are one of the key strategies for developing high performing teams in order to create trust, respect, team spirit and minimize tension between team members. In fact this produces an environment of mutual concern.

Definition of social leadership

Social leadership is contextual and consensual: it is a kind of community authority that has our credibility and social capital in mind. Social leadership complements traditional leadership, but operates when there is no formal leading: our societies. And that’s critical because our societies are helping us survive in the Social Age.

To be a Social Leader

Some people only seem to be born with impressive social skills, while other people will struggle. Whether or not a leader is born as a social leader, it is possible to develop and exercise social competences. This can be challenging in others, but it is necessary expertise to manage a successful team. The natural social leaders have many traits:

Transparent: What does transparency actually entail when it comes to social business?

It means you are not afraid to mask who you are or for who you work, and that you are prepared to be exposed to a boundless  audience (and company). 

Silos break down: Corporate silos are not like social leaders. It encourages cooperation among teams, departments, disciplines and geography, and the use of social instruments to promote collaboration.

Authentic: This is another phrase that is frequently spoken in terms of society. I figured it meant the same thing as transparency, but transparency means more accessible, while genuine is more real.

Pleasant: Social leaders are sociable. People like to work for and be around them. They empower, guide and are approachable.

Collaborative: It is vital to social leaders to promote the use of social services in order for them to cooperate further. 

Quick decision maker: you would be late if you have to wait a year for major decisions. Social leaders will evaluate, discuss, and decide easily.

Explorer of digital tools: The social leader tries to learn what is happening and keeps up with the developments of business through technological changes and the introduction of new sites, networks and innovations.

Active networker: Social provides the ability to broaden the network and keep conversations ongoing. Social company leaders know how to build effective linkages through social media influence.

Look for fresh ideas: Besides new technologies, social leaders want to get insights from other companies and sectors and to look for information from a number of sources.

Engagement passionate: isn’t this all about? If you don’t love engagement, you won’t necessarily be excited about social business. 

Check if you are a social leader

If you answered yes to most or all of these questions, then you already have many of the qualities of a social leader.

1/ Do I normally have confidence in my workers to do the job and do the right thing?

2/ Do I continue to consider ways to prevent problems rather than wait for problems before I act?

3/ Do I enjoy hearing other people’s thoughts as I decide?

4/ Do I like transitions and wonder about how different things can be?

5/ Do I like to work with my employees to develop values and inspire excellence?

6/ Can I take responsibility for my errors?

7/ Do I want someone to see the real me while I communicate with them?

8/ Am I interested in a team approach over an individual approach?

9/ Am I able to give the group credit for ideas and positive outcomes?

10/ Am I usually willing to look at the bright side?

If your answer is no, try to explore how that quality impacts your employees. Encourage them to replicate their practice and evaluate their own ability for social leadership. 

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