Top leadership qualities are not in-born qualities, Being a good leader is not easy. Effective leadership abilities must be have in order to reach greater aims and objectives, In this article we will discuss about one of the top qualities of leadership.



Organizations and cultures sometimes link activity with action. Some people even believe that positions and titles are what define leadership. This is not the case. True leadership is defined by its productivity – the outcomes it delivers.

Results-based leadership is a tried-and-true method for fostering an environment of productivity, profitability, and effectiveness in an organisation.

Long-term, it provides a platform for all levels of an organisation – managers, supervisors, leaders, and executives – to enhance their talents and improve their performance.

A company will grind to a standstill if it favours mediocrity, seniority, and tenure above productivity. Results-oriented leadership focuses on team members and their contributions rather than how they fit into the larger vision or objective.

When an organisation prioritises this, it assists its workers in exceeding their expectations by outlining what is expected of them and fostering healthy work habits for the individual and the team.

It is critical for the leader to alter his demeanour and execute the following actions:
The leader must identify what needs to be done to enhance his and the organization’s results by re-evaluating and participating in what boosts productivity.

An effective leader must continually accept responsibility for the outcomes.

After all, most leaders crave success and praises for accomplishment; hence, responsibility for outcomes must lay with the leader, and with that duty, he must focus on the intended result. Results cannot be achieved unless an environment is established in which employees and team members view themselves as having a hand in making it happen.

To do this, there is a need to support behavioural change and see individuals adopt an attitude that promotes higher performance. There must be an emphasis on quality and quantity improvement.
People must be guided and instructed in order for this to happen. The vision must be articulated. Furthermore, individuals must be encouraged to understand that they must own the vision in order for it to genuinely succeed.

A result-oriented CEO will also assess the company’s strengths and work with them. A firm exists because it fulfils specific duties to suit particular demands. When you identify and improve your area of strength, you will see results.
A leader who wants to see results must continually take action by assessing and analysing what has worked and what has not worked for the organisation, and then repositioning himself and his organisation or institution for success. If outcomes are the direction and emphasis, then long-term responsibility and a sense of purpose are required.


Accountability is taking everyone on board and soliciting honest feedback, input, and receiving their comments in good faith – even if it appears to be a criticism. A leader who wants to see results cannot prioritise ego or personal benefit.
Three main aspects must be present in result-oriented leadership for people to participate and create the leader:
First and foremost, he must be trustworthy, which is proved by the leader’s examples of honesty, dependability, and commitment.


Being honest enough to tell employees or stakeholders why a choice may not be feasible or a method may not be the best approach is part of trust. Because there is no attempt to conceal anything, the capacity to be transparent will create a learning atmosphere for others and educate them to trust the leader.
The second pillar is credibility. It is what the leader brings to the table when his manner and attitude make the workers or coworkers believe that by working with him, they would become better individuals, acquire confidence, experience, and feel actualized.


The result-oriented leader will improve his team’s learning capacity. In this approach, he establishes trust because people want to follow someone who gives value to their lives.

Third, there is mutual respect here. However, result-oriented leadership implies that a leader does not insist on being acknowledged on a regular basis. It goes without saying that if a leader is trustworthy and reliable, he will be respected.

However, in this context, it implies that he, as a leader, gives his subordinates the impression that they are respected, recognised, accepted, and treated with dignity.


In this situation, leadership will accomplish and even exceed previous successes.
Finally, developing people should be viewed as a byproduct of corporate success. Workers’ ownership of the organization’s ambition and vision should be viewed as part of the outcomes obtained.




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