In this series of blog posts titled, “They Don’t Build Monuments Honoring Managers,” I will be documenting and sharing my thoughts about the eight traits found in great LEADERS. While understanding that leadership styles may vary, the successful, truly transformational managers I have encountered in my 30+ years in business exhibit these eight traits. Leadership development training is key for anyone looking to lead.

Trait 1: Great Leaders are Innovative

I discussed in the introductory post last week the difference in “Doers,” “Bosses,” and “Managers.” (click here to view that post) As stated, each has their place in any business, and each is essential. We don’t always want our Doers to be innovative. Sometimes they must follow a strict set of rules, especially regarding safety and compliance. The same is often true with Bosses. Occasionally Bosses must solve problems but typically, these solutions must originate within a certain set of parameters or rules. Managers get additional flexibility, and this is where the ability and willingness to be innovative can begin to shine.

Let’s be honest. Some people simply do not want to lead. They want to show up, do their job exactly as prescribed, and go home. There is nothing wrong with that. But for those who want to lead, or have some natural leadership abilities, there must be a desire and drive to innovate to be an effective leader.

Great leaders do not change things just to do it differently, or to “put their stamp” on a process. Leaders innovate to make it better for the company and the people they lead. I have seen many new CEOs take over a company and start changing things without ever understanding what they were changing or why it was done that way in the first place. That is simply change for the sake of change. It accomplishes nothing and often does more harm than good.

Innovation involves questioning almost everything. Questions like, is this the safest way to do this? Is this the most efficient way to do this? Is this the most profitable way to do this? How do others accomplish this?

And from where do the answers to these questions most often come? They come from the Doers and the Bosses. They come from those who have been there. Those who have lived with the existing processes eight or more hours a day. That is where great leaders go to get answers. The source.

Great leaders are also willing to admit that the innovations of yesterday may not be the best way to continue a process.

Henry Ford incorporated the Ford Motor Company in July, 1903 and by 1906 it was the largest automobile manufacturer in the world. By 1907 he was selling cars all over the U.S. and in Europe. He began producing the Model T in 1908 and ended up selling over 15 million of them worldwide. The processes he had in place made Ford Motor Company a leader in the automobile production field and the company was very successful. But Henry Ford kept asking, “is there a better way?”

It turns out that there was a better way. On December 1, 1913, Ford implemented the first moving assembly line. This innovation reduced the time to build a Model T from 12.5 hours to 1.5 hours.

This innovation allowed Ford to double the worker’s pay to $5 per day, while also reducing the workday from nine to eight hours per day.

Innovation has driven the growth of the United States of America. It seems that striving for new and better ways to accomplish our goals is inherent within our national psyche. Additionally, the lack of governmental interference in private business and industry (though some would argue that regulations are now hampering innovation) has not only allowed, but encouraged, innovation.

Great leaders have not only a drive to innovate themselves, but they also encourage innovation from others. Many managers come up with ideas and identify areas where innovation is needed, but if they are not allowing and encouraging their employees to contribute to innovative solutions and to offer up their own ideas for innovation, they are just managing, they are not leading.

So, consider these questions. How are you being innovative in your workplace? Do you encourage others to offer ideas, solutions, and propose new processes? Do you allow your employees to explore new ways to accomplish company goals, while understanding that some may fail? Are you watching to see which employees show the initiative to innovate? All of these are traits of an innovative leader, and those non-management employees who are willing to be innovative may just be your managers of the future. Encourage them. Give them space to offer solutions. You may be surprised at what you gain, and you will have happier, more productive employees who will stick around to see what the future holds. Professional development training can help leaders cultivate these traits.

Innovation is 1 of 8 traits in the series and over the next several weeks, I will touch on each of those eight traits. As a preview, “A Leader Creates Value” will be the second trait in the series. Please follow RWSmith Education, Training, and Consulting on LinkedIn (www.linkedin.com/company/87207378/) and Facebook (www.facebook.com/rwsmithetc) for a link to each post. Appropriate comments are encouraged and please follow us, comment on, and “like” these social media posts if you find them valuable. Finally, forward this to your friends… or maybe your manager.