"Organizations whose employees are engaged show higher returns on assets, are more profitable, and yield nearly twice the value of their shareholders compared to companies characterized by low employee engagement," as Tomas Chamarro-Premuzic points out in "The 4 Personality Traits Of Engaging Leaders" below.
Did you know that you can actually measure such traits? For instance, the Hogan Personality Inventory, which looks at "the bright side" of personality, identifies seven dimensions of leadership performance. So you can gain new insights in your strengths and developmental needs as a manager and executive — and ultimately take action to become (even) more engaging as a leader.
Clearly, engagement matters. But what do we know about engaging leaders? Although their style and expertise might vary, they tend to display some consistent personality characteristics. On average, they’re more emotionally stable, ambitious, sociable, and interpersonally sensitive than others. Emotional stability helps leaders stay cool under pressure so they can calm down their subordinates and keep everyone on track when things get tough. Ambition helps leaders set challenging goals their teams need to reach for. That’s especially important considering the reciprocal effects between engagement and performance. In other words, engaged employees perform better, but high-performing individuals will also be more engaged. It’s either a virtuous circle or a vicious cycle depending on how well a leader leads. Sociability helps leaders communicate with their teams, develop good networks, and put in the time it takes to nurture those relationships. ...