Leadership in Public Health

I think a great leader shows accountability, creates a space for their teammembers to feel comfortable bringing questions and concerns, and knows their staff well enough to intervene when they see a situation getting out of hand or going wrong - not necessarily only if the staffmember asks for help.

Poor leaders don't consider themselves part of the team but as separate and "above" the team. They do not accept responsibility for problems on the team and approach performance problems from a negative, accusatory mindset and not a positive, "growth opportunity" mindset.

Members of a team should feel that their leader is contributing to the work and not just directing it. They should feel comfortable asking for help and not worry about retribution.

Lots of quick takes on leadership I've seen in the past differentiate between leadership & management. Usually it's a 'vision' thing. But if you're a good leader, I think you also have to be a (reasonably) good manager.

I've been told "I don't need to understand what you do to supervise you" but I'd argue if your model of a leader (or a supervisor) is a coach as well as the referee (or maybe team owner?) you do need to know something about how to do (and what it's like to do) all your team's jobs---even if you can't personally kick a 50 yd field goal or land a quad axel. Otherwise, how can you advise, direct, support & evaluate what they're doing? [That's probably my last sports metaphor]. 

I like what Natalie wrote, and I'd add a I think a good leader is able to change direction and/or start something new, and bring people with them. They model showing respect (with accountability) for all the people they work with. They enable everybody to do & want to do their professional best. 

I think poor leadership can be just meh or it can be toxic. And under toxic leadership, everything bad that happens is someone else's fault, never the leader's---which is demoralizing, so I agree with Natalie again there. I expect everyone in the group has encountered some positive & some negative leadership models in their professional lives, hopefully more of the former than the latter!

I echo others' thoughts about accountability and creating a culture of learning. Related note, being open to feedback from others is also important since hierarchies in the workplace often create hesitance on the part of employees to tell their leaders and managers what they need. Other qualities I personally value in leaders is clarity of communication and expectations, having a quality improvement mindset, and providing mentorship and advocacy regarding resources needed for the current job but also for future goals and professional development. Leaders and managers can help foster ownership and buy-in among employees by creating space for others to contribute to collaborative decision making and provide leadership in their own areas of expertise and in alignment with their own work style. 

I have had both the pleasure to be inspired by true leaders in public health and the pain of individuals in leadership roles who could not lead. I have learned from both of these types of individuals. To me, a great leader is an ally that leads by example and provides you the support and constructive feedback you need to achieve the best you. They know when to step in and offer support and they know when to support from a distance. They know how to inspire you and give the work we do meaning. They show appreciation and gratitude for our efforts and give us credit for the work we do. Poor leaders, in my experience, are often individuals placed in positions of power who they themselves are not inspired to do their job. For them, it's often a job and not a calling or a passion. They may be able to manage staff and teams but they cannot inspire them to do more or they find roadblocks to prevent forward movement. They are unable to see the benefits from risks or don't have the motivation to deal with the consequences the risk might bring. While difficult at times, I am grateful for my experiences with both good and poor leaders as it helps me build the tools I need to hopefully be a good leader. 

I agree with a lot of what has been said already.  I think a good leader is passionate about what they do, cares about their team as whole people, and has the ability to think creatively and see beyond the status quo.  Good leaders know when to speak their mind and when it is time to sit quietly and listen.  Good leaders own up to their mistakes and admit what they do not know.  Finally, I think good leaders care about others before themselves, putting the success of the team before their own individual success.  They also encourage their team members to continue to challenge themselves and grow.

Conversely, poor leaders are out of touch with their team and are not open to feedback from the team.  A poor leader may care more about maintaining a position of power or authority than standing up for what is right.  They do not admit when they are wrong.  I agree that leaders can be poor because they are apathetic or because they cause a negative environment.

A lot of really good points have already been noted here, and I do not have much more to add. I likewise have been fortunate to have learned by example from some great leaders, and have had experiences which have taught me what is lacking, and what are toxic qualities. One thing I do want to add that has felt really relevant of late is that a leader should, in my opinion, be someone that team members feel confident approaching with ideas, suggestions and feedback. A good leader should be comfortable being challenged and pushed. Leadership does necessarily mean authority.

So many great points here!  I'll just echo the ideas of leading by example, becoming part of the team, and, especially in times of urgency, being decisive.  

Happy new year all!

I really appreciate Kathryn 's differentiation and overlap between leaders and managers. As someone who hasn't had much managerial experience, I feel I can only speak from the perspective of the supervised employee. Those I've found I enjoy working "under" most are the ones who make me feel like I'm working "with" them toward a shared vision that's informed by their team, articulated persuasively by them. They've also been relatable and incredibly self-aware people. Finally, they've demonstrated immense composure and fairness in the face of difficult situations (esp. during interpersonal conflict). Also echo Roza 's comments about solid leaders/managers clearly outlining expectations and supporting growth/professional development. 100% agree.

Happy New Year!

These are all excellent points! I think good leaders are those who have visions and the abilities to unify and motivate a team to accomplish the missions, even in challenging times. There are many characteristics that good leaders should have as noted above by everyone. Personally, I think vision, discernment, knowing and placing people in their right place, inspiration, communication, and dependability are the most important qualities. 
    

I totally agreed with Lauren that a poor leader may care more about maintaining a position of power or authority than standing up for what is right, which could create a negative environment focusing on politics rather than work.     

A great leader I have found possess three main attributes; a good listener, a role model and is sensitive to the emotional, social and other needs of his/her followers. With these attributes the follower is more likely motivated, feels supported even when their opinions differ, and thus works diligently to accomplish the needed task(s) in a timely manner.  

A poor leader is disconnected from the overall need of the task(s), and/or is one who only focuses on his/her own opinions and tend to disregard or give little credence to the followers differing opinions. This can lead to followers who feel that they are not really needed or valued, and to lose motivation to accomplish goals/tasks. 

I agree with everything Natalie  said! I also think self-awareness is key in a great leader. Even the best leaders have areas of weaknesses and make mistakes and when leaders are aware of these and take ownership of them it sets a good precedent. Transparency is something I also appreciate in a supervisor or leader. The more transparent you are with your team the more it facilitates effective communication and breaks the façade of being "above" the other members. 

I agree with a lot of the comments here and adding some additional thoughts. 

A poor leader is quick to blame vs. work to find solutions and take accountability (much of it because of wanting to keep in position of authority as many of you mentioned). They also don't have appearance of caring for those that are doing the work and are absent day-to-day operations are. 

I think great leaders care for the team and the mission. They unite people through a vision. They recognize staff for their contributions, are humble, and confident. I greatly respect leaders with integrity that do what is right, even if faced with adversity. I think good leaders truly listen, acknowledge their limitations, and find ways to move forward when problems arise. 

I think management and leadership are different however. You can have good leaders in management roles or vice versa. You can also have leaders in non-management roles and I think good leaders see that and value those on their teams by empowering and trusting them. 

Lastly, leaders have different styles, approaches, and make mistakes. I don't think you necessarily need to be outgoing to be a leader . Also, mistakes help grow leaders as long as they respond in ways that are constructive and can reflect on how to improve and learn for the future.