Whether at lower or higher levels, leadership in business undergoes turnover approximately every eight to ten years. A great leader is always engaged in identifying and preparing someone to take their place. The legacy of some exceptional managers has been tarnished because their unprepared successors failed to maintain the same standards. These managers, who were not true leaders, neglected to prepare their successors for the role.

The value of integrity in a leader cannot be overstated and “leaders” without integrity are – honestly – not leaders. Integrity is an inner strength. It is that moral compass we all possess but sometimes ignore.

So, why is it so important for a leader to have integrity?

There are some interesting facts about great leaders. Some are simply born with it. Yes, they likely honed some of the skills that made them great leaders but occasionally there are naturally gifted leaders whom people like to follow. On the other hand, some leaders worked for years to hone their skills and develop the knowledge and skills that would lead others to follow them.

Either way, to be a leader, one must have followers. Just standing on a platform and shouting “Follow me for we shall slay dragons!” doesn’t encourage many people to follow - unless the shouter has a certain set of traits.

Ongoing professional development - with the possible exception of mandated safety and compliance education - is one of the most overlooked processes in the business world. The good news is that this problem can be easily addressed with a professional development strategy.

Many employees don’t keep their skillset current? Is that the fault of the employee? Maybe. Is that the fault of leadership? Again, the answer is maybe. Leaders must encourage and support ongoing career and skill development. But the employee must also be willing to accept that fact that things change very rapidly and they must continue their education, continue to learn, continue to grow, continue to develop and perfect new skills.