Making decisions, mobilizing a team, managing tensions, moving forward in the face of uncertainty... The role of manager cannot be improvised. And yet, few people are really prepared for what it involves on a day-to-day basis: juggling priorities, regulating group dynamics, embodying a vision without controlling everything. What makes the difference?

Leadership is not a question of title or personality, but of posture. The kind that inspires confidence, unites people around common objectives, and acts with clarity - even when everything else is in motion. 

Here are 5 concrete ways to strengthen your leadership posture.

1. Step back from your posture

Leadership begins with in-depth self-knowledge. Understanding one's own behaviors, reactions and operating modes enables one to better interact with others and adapt to different situations. This self-awareness is the foundation of authentic, effective leadership.

Know yourself better to adjust your posture 

It is essential to identify your : 

• Identify your managerial reflexes: Identify automatic behaviors that can undermine the quality of exchanges, such as knee-jerk reactions or cutting people off without listening fully.
  
  
• Identify your discomfort zones: Observe the situations you tend to avoid, such as difficult conversations or conflicts, and understand how they bother you.
  
  
• Pay attention to weak signals: become aware of the emotional manifestations that precede a delicate situation, such as stress before an important presentation, or anger at a colleague's remark.
  
  
• Capitalize on your strengths: Identify your strongest skills - whether technical or relational (knowing how to listen, understand others, detect a drop in motivation...). Leverage these strengths at key moments: that's when you have the greatest impact.

The more you identify your strengths and weaknesses, the more you'll be able to step back and improve your posture.

Example

Tools such as :

• The DISC method method enables you to identify your communication style (Dominant, Influential, Stable, Compliant) and adapt your posture to the profiles of your interlocutors.
  
  
• The 360° assessment collects anonymous feedback from your peers, colleagues and managers to give you a global view of your impact as a leader.
  
  

These tools do not replace direct feedback, but they are a valuable complement to it. 

2. Clarify your vision and added value

An effective leader is able to set a clear course and share a mobilizing vision. This clarity enables teams to understand the meaning of their work and to commit themselves fully to achieving objectives.

Giving meaning to collective action

An inspiring leader is able to articulate his or her convictions and objectives. He sets a course and gives meaning to his work. This requires a clear vision of priorities and needs, and especially of how they relate to the team's or organization's mission. You have to be a motivator and a motivator, so that every member of staff can be effective.

Example

Before launching a project, express your vision in one sentence: "My vision for this project is...". Share this phrase with your team to align efforts and reinforce cohesion.

3. Developing collaborative leadership

Leadership is not a label. It's an ability to create buy-in, to unite people around a vision, to adjust one's communication to different profiles and contexts. It relies on listening, clarity of intent, and the ability to inspire trust and commitment over the long term.

Creating a climate of trust through appropriate communication

Being an effective leader means above all knowing how to build solid, constructive relationships with your teams. This means listening attentively, influencing without imposing, setting a clear framework without being authoritarian, and managing tensions positively. To manage emotions and conflicts, the COIN method (Context, Observation, Impact, Next steps) is a practical tool that can easily be applied on a daily basis.

Beyond the tools, building a climate of trust also relies on appropriate communication: using appropriate media, encouraging transparency, and cultivating a positive environment foster collaboration and cohesion.

These interpersonal skills are at the heart of leadership. They involve mastering techniques such as active listening, constructive feedback and conflict management. To deepen your understanding of these themes, NUMA offers practical training courses, including workshops and role-playing exercises, to reinforce your relational impact. 

Example

Integrate structured feedback into your individual interviews, using the COIN method (Context, Observation, Impact, Next steps), to build a relationship of trust with your employees.

For example: at a meeting, a colleague laughed during your presentation, which made you feel uncomfortable. To talk about it without being accusatory, you can say:

• Context: "At Tuesday's meeting..."
• Observation: "...you laughed during my presentation."
• Impact: "It destabilized me and gave me the impression that my intervention wasn't being taken seriously."
• Next steps : "For the future, I'd like us to keep a more respectful framework during this type of exchange."

4. Make and take responsibility fordecisions

A leader is distinguished by his or her ability to make clear decisions and take responsibility for them. Indecision or a wait-and-see attitude can damage credibility and team dynamics. Visible decisions reinforce trust and consistency within the organization.

Acting with clarity in the face of uncertainty

Dare to decide, even if you don't have all the answers. Waiting until all the conditions have been met often blocks action. An imperfect, but accepted, decision is better than indecision. The important thing is to move the team forward, while retaining the ability to adjust ifnecessary.

But deciding isn't enough. You also have to explain clearly why. Share the options considered, the criteria adopted, even the remaining uncertainties. 

This transparency doesn't seek total buy-in, but it does reinforce understanding and commitment. The team knows where it's going - even if it doesn't agree 100%.

Example

When communicating a decision, explain the process that led to the choice: "We considered several options, and chose this one, here's why...". This transparency encourages buy-in and understanding within the team.

5. Asking for (real) feedback to improve

Leadership is a process of continuous improvement. Asking for feedback on a regular basis helps to identify strengths and areas for improvement, thus fostering constant personal development. It also demonstrates openness and a willingness to progress.

What it means

Creating a culture of continuous feedback is a powerful lever for individual and collective progress. To do this, start by setting aside dedicated times to gather candid feedback from your team - at individual meetings, at the end of a project or simply informally.

Welcome this feedback with openness, and see it as an opportunity for improvement, not as a personal challenge. Encourage your colleagues to share their views on your decisions and the way you manage projects: this builds trust and transparency within the team.

Ultimately, as a leader, your aim is to make feedback a natural practice, integrated into the daily routine of your teams, rather than a one-off event.

Example: 

• At the end of a project, ask open-ended questions like:
  "What helped you move forward with this project?"
  "Are there things I could have done differently to better support you?"
  
  
• During a one-to-one meeting, invite feedback from both parties:
  "Is there an aspect of my management that could evolve to better meet your needs?"
  
  
• At a team meeting, propose a quick round-table discussion:
  "A word about what everyone appreciated about the way we work as a team, and a suggestion for progress."

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Developing leadership skills is a demanding but essential path for any manager wishing to help his or her teams progress. By working on their posture, vision, communication, decision-making ability and openness to feedback, everyone can strengthen their effectiveness as a leader and create a healthy, stimulating managerial environment.

If you'd like to take these skills a step further, NUMA offers a dedicated leadership training course, with concrete tools and role-playing exercises to help you take action.