They have no need to be the smartest person in the room, but have the unyielding desire to learn from others.
While past performance is not always a certain indicator of future events, a long-term track record of success should not be taken lightly. Someone who has consistently experienced success in leadership roles has a much better chance of success than someone who has not. It’s important to remember unproven leaders come with a high risk premium. Smart companies recognize potential, but they reward performance.
An over abundance of ego, pride, and arrogance are not positive leadership traits. Real leaders take the blame and give the credit - not the other way around.
There are a plethora of diagnostic tests, profiles, evaluations, and assessments that offer insights into leadership ability, or a lack thereof. My problem with these efforts is they are overly analytical, very theoretical, and very often subject to bias. That said, they are fast, easy, and relatively inexpensive. The good news is, there is a better way to assess leadership ability. If you really want to determine someone’s leadership prowess, give them some responsibility and see what they do with it. Leaders produce results. It’s not always pretty, especially in the case of inexperienced leaders, but good leaders will find a way to get the job done.
Leaders without vision will fail. Leaders who lack vision cannot inspire teams, motivate performance, or create sustainable value. Poor vision, tunnel vision, vision that is fickle, or a non-existent vision will cause leaders to fail. A leader’s job is to align the organization around a clear and achievable vision. This cannot occur when the blind lead the blind.
Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a slower pace. Many still retain industrial age structure and practices that are long outdated. Even slower moving are public policy issues, such as income inequality, unemployment, immigration, and trade.
A number of converging issues are driving the need to "rewrite the rules."
It's these gaps among technology, individuals, businesses, and public policy that are creating a unique opportunity for HR to help leaders and organizations of Nepal to adapt to technology, help people adapt to new models of work and careers, and help the company as a whole adapt to and encourage positive changes in society, regulation, and public policy.
Utilization of human resources of Nepal
Diversity has been a unique identity of the nation, but the populace is largely diversified being clustered based on multiple verticals such as economy, education, location, caste and community.
While national leaders of Nepal should have emphasized on rural empowerment, however, reorganization of the country has been quite ineffective to convert such ideas into reality. Government initiatives for a developed Nepal are not apathetic to rural peripheries, but the process is apparently inadequate. Either the functioning of government initiatives is with glitches or with serious setbacks on policy fronts.
My TV interview :