The 6 Most Important Traits of an Agile Leader

Far too often, mid-level managers are accused of holding employees back rather than facilitating their success. But it’s not necessarily the fault of the managers; hierarchies, dictating bosses, and micromanagement is the inherited way to work. It’s learned business.

As times change and millennials make their way into the workforce, workers have different expectations of how they want to be managed - more flexibility, autonomy and trust. Leaders that fail to implement these new ideas of agile leadership are sure to face consequences in the future, including disengaged workers, decreased productivity and lack of employee loyalty. But what exactly is agile leadership, and what qualities do agile leaders embody?

What is agile leadership?

Agile leadership is a mindset - the perspective that decision-making is democratic and inclusive. Agile leaders provide their teams with the “why” and trust them to find the “how,” or the best route to deliver the work. In doing so, they foster an environment for employees to self-organize, create, and exceed expectations.

Characteristics of agile leaders

Believing in an agile mindset is easy, but putting agile leadership into practice is more challenging. Here are the top six characteristics of agile leaders and why such qualities are so important to cultivate.

1. Facilitates self-organization

Agile leaders support the self-actualization of team members, meaning that individuals don’t depend on a manager to assign work. Rather, they take responsibility for choosing the most effective way to complete tasks and achieve goals. When employees feel a part of the decision-making process, they’re more responsible for the decision made and, thus, are more enthusiastic to execute them.

In many cases, leaders will provide an overarching guide to an organization which can take the form of OKRs, initiative, or even milestones. But how these goals are realized is left to the brainpower and creativity of team members.

2. Leads with transparency at the forefront

There’s no agility without clear communication. In teams that work closely together, it’s important to be vocal about what’s working and what’s not. Strong feedback, both positive and negative, is essential to a harmonious system. Make it clear that input is welcome and encouraged for all organization positions.

Transparent leadership also includes emotional transparency. When leaders express their feelings and vulnerabilities, they boost employee morale by instilling a sense of psychological safety. Of course, balance is crucial here, but reminding teams that leaders share similar sentiments cultivates trust within the group.

3. Encourages collaboration

Many larger organizations have cross-functional teams collaborating to get work done. In this setting, agile leaders aim to encourage and empower teams by providing all the tools and competencies needed to achieve a goal. For example, utilizing a collaboration software, practicing open communication techniques, and defining goals and expectations in a visible way can help leaders promote cooperation between teams and individuals.

4. Refrains from micromanagement

In opposition to micromanagers, the boss who practices excessive supervision, an agile leader trusts employees to independently conduct quality work in a timely manner. They check in, not check on, which is vital to building and maintaining trust within a team.

5. Acts as a coach, not a boss

Opposed to an authoritative and commanding boss, agile leaders practice coaching. They value team members for their work and assist with their professional and personal development. Everyone has a preferred way to receive feedback, get help on challenging tasks or even celebrate success, so asking individuals what they need from their leader is essential. 

6. Steps outside the box

In any business, there will be pivots that require agile leaders to adapt to new settings. Since they have to be comfortable with the uncomfortable and expect the unexpected, agile leaders shouldn’t hesitate to enforce new ideas. They’re flexible and highly adaptive, which translates into providing a safe space for team members to test the boundaries of their skills and expertise. In doing so, employees are more engaged, and their innovations are sure to add value to the organization.

Why is agile leadership beneficial to an organization?

Agile leadership is effective in working environments that demand flexibility and thought innovation - engineering and product development, marketing, healthcare and finance, to name a few. Here’s how agile leadership can help any of these professions and even more fields.

• Increases employee motivation: They have more stake in the decision-making process
• Creates better communication between upper-level managers and teams
• More employee ownership of work: It leads to a more involved team
• Adds positive value to individual relationships: Leaders recognize and appreciate the value of their team
• Fosters continuous learning