"Getting your job done is table stakes"

More leadership insight from top executive coach and psychologist, Dr. Cindy Wahler. 

Hard work, while admirable, is no guarantee of success. What is the right kind of ‘heavy lifting’ that we should be doing to get ahead?
CW: All leaders should look to how they can add value and make a difference outside their identified deliverables. Perhaps this may include saving costs, improving efficiencies, enhancing employee engagement, new product development. It is easy to hang out with the usual suspects meaning your core group of peers. I would recommend being part of a wider industry network that challenges a leader’s thinking. Where they can bring back ideas from innovative leaders in the field and determine how they might adapt some of these concepts to their organisation.

What practical steps can I take to get to the next level? (we often hear about adding value to your organisation etc. but sometimes it’s not that easy to understand what we need to do)
CW: Great question. I would highly recommend leaders identify who in their organisations are the true thought leaders. Ask them to be their sponsor and request a project outside of their usual scope. Standing out by creating visibility and adopting a sponsor who is your advocate is a crucial and vital component. It is these sponsors who have a voice at the table regarding your career and potential advancement.  

What qualities/competencies make for a good leader? 
CW: Emotional resilience, flexibility, ability to influence and impact, innovation, ability to execute.

What advice would you give to aspiring leaders and those already in leadership positions?
CW: Getting your job done is table stakes. Your greatest currency is your internal network. These leaders will play a key role in helping support your success and future career path.

And finally, if you were a CEO, what steps would you carry out to unleash leadership talent in your organisation?
CW: I would make it a number one priority by tying performance to not just fulfilment of objectives but also measuring and rewarding leaders for their leadership behaviours and ability to develop staff.

You can find out more at cindywahler.com. Cindy is a regular contributor to Forbes.com.