9 Key Traits of Transformational Leaders

Must be visionaries. Do we need to go into depth on that? It speaks for itself, doesn’t it? 

Understand what their competitive advantage is in the marketplace. Back in the day, we called it your unique selling proposition, or USP. It isn’t your quality that makes you unique. Almost any contractor can pave a road or reroof a home or business to an acceptable degree of quality. Contractors often try to be all things to all people, but it’s imperative to determine what unique strengths and niches your business offers that can give you an edge.   

Seek feedback. They don’t wait for others to offer it, but instead ask valued members of their company or peer groups for constructive criticism. It’s important to request opinions from various sources to avoid creating an echo chamber of only positive comments from a singular type of person. Consider asking employees, former clients, industry peers or other mentors whose opinions you value.   

Listen to others. They know that great ideas can come from any place or any person at any time. They allow other people to have airtime versus dominating every conversation. They invest the time to genuinely listen to other views.  

Combat drama. It's important to provide a sense of psychological safety in your business. Drama and gossip within an organization work against this and often pits employees against one another. It’s a recipe for an unraveling culture, and transformational leaders work to snuff out uncertainty and create transparency across all levels of the company.  

Encourage others to lead. You may be the official leader and the final decision-maker, but there are plenty of opportunities for other people in your organization to take the lead. You don't have to be the go-to all the time; in fact, allowing others to take the reins helps them build their skills and confidence, which in turn makes your company stronger now and in future years.  

Hold others accountable. They lead by example and hold themselves accountable, but they also coach their employees on how to do the same. Doing so can help your team find their great strengths and capabilities and accelerate their careers and your business.  

Attract and retain great talent. You can't do it by yourself. You've got to build an outstanding team. And then, of course, once you've brought in those people, you must keep them on board.  

Inspire people. Let’s say an employee comes in feeling like it's a day where they only have 50% effort, or even less, to give. How can you as a leader inspire or encourage even a little more effort from them so they can deliver results that can help you and the business succeed? Consider instituting regular one-on-one check-ins with your direct reports, so you can keep a pulse on their efforts and what you can do to help.