Tag: authentic leadership

Lessons from Calvin & Hobbes

Calvin and Hobbes were speaking more truth than they realized.  Research has shown that many leaders arrive at their positions as a result of organizational need, rather than a planned, career trajectory (Garza & Eddy, 2008; Inman, 2007; Klein & Salk, 2013). My own experience agrees with the research, and I know a myriad of people who are given leadership roles or provided with leadership opportunities for which they had no desire or plan. Often, this results in a leader who lacks leadership preparation and is left to figure it out on the job.  Research and evidence are great, but …

You’re the leader – Now What?

It’s not too late.  You can plan your own leadership development.  While you may find yourself in this position randomly, leadership is learned through the day-to-day practice of leading.  With intentional focus on your own development, you can grow your leadership skills every day.  With a few specific and intentional practices, you will be able to focus on leading today while growing your leadership skills for tomorrow.

ASSESS Your Skill Set – Take an honest look at what you know … and what you don’t know.  Leaders must know themselves before they can lead others.  Spend time assessing your strengths and areas needing growth.  Seek help from a coach or someone who can help you identify what skills should still be developed to propel your leadership.

REFLECT on Your Leadership Style – Reflect on who you want to be as a leader and what authentic leadership looks like on you.  Write your thoughts down in a journal or a blog or just scraps of paper, but put them down somewhere.  Getting your thoughts out of your head and onto paper makes them more real which is the first step toward achieving your leadership goals.

MOVE into Your Leadership Role – Lean in and embrace the position you’ve been given.  Crawling, walking, and running are all movement.  You will not grow as a leader until you fully take on the role and move within it.  You are gifted or you wouldn’t be there, so reach for it and move into this leadership opportunity with all you have.

Growth is one of the best things about being human.  We are built to learn and develop.  You may not have planned this part of your leadership journey, but you have arrived here and there is so much to discover.   

References:

Garza, R. & Eddy, P. (2008). In the middle: Career pathways of midlevel community college leaders. Community College Journal of Research and Practice, 32, 793-811.

Inman, M. (2007). The journey to leadership: A study of how leader-academics in higher education learn to lead. University of Birmingham.

Klein, M. F., & Salk, R. J. (2013). Presidential succession planning: A qualitative study in private higher education. Journal of Leadership & Organizational Studies, 20(3), 335-345.

The Picture is Real

We walked through the small village amazed at every turn.  We explored the streets and alleys, taking the time to turn here, look there, stop and see something over there.  Walking down a narrow set of stone steps, we turned to look, and there it was – the blue domed, white buildings of Santorini, Greece.  It was as if we had stepped into a picture. It was almost spiritual. Rarely, do places resemble the vision in your mind, but Santorini not only resembled my mind picture, it was better.  

Taking in Santorini was amazing – reality was so close to the pictures.  The experience also made me think about the picture I portray to those who see me lead.  Is my leadership like the picture in people’s minds? Beyond leadership authenticity, does my leadership walk match my leadership talk? As one who writes about leadership; there is an expectation that I live out my words.  My words cannot be simply words, they must reflect my leadership actions. Santorini brought this concept to life.

Matching the leadership walk to the leadership talk is essential for every leader.  Others need to be able to trust that your leadership is a real part of your being, and you believe it.

Authenticity is more than speaking, it is also about doing. Every decision we make says something about who we are.

Simon Sinek

Thinking about leadership as a picture of your character gives a whole new meaning to the term “leader.”  We should challenge ourselves to allow our leadership to reflect our true selves. If you don’t mean it, don’t say it.  If you can’t live it, don’t promise it.

Leadership looks different on each person. Be sure that your leadership actions clearly depict the leadership picture you have painted for others.

Stuck in the Middle with You

I’ve written several times about leadership and all the places leaders have influence.  I believe leadership occurs at all levels – from entry level to the C-Suite.  Everyone has potential to be a leader.  To grow into greater roles, a person must manage their influence and use it to lead in whatever position they hold.   None of this is new news.  I’ve said it.  Others have said it.  We all know it. 

So why do we still get hung up on titles and why are we still dissatisfied in our current positions?  I wrote an entire dissertation on developing leadership skills in mid-level leaders.  If simple leadership at any level is enough, what’s the point and was all that work in vain?  Truth is – maybe it isn’t enough. 

As I walked across campus today headed to a meeting with others in similar middle level management positions, I was reminded of a recent conversation in which I lamented a lost leadership opportunity that did not come my way and my desire for greater roles.  Although my mind understood that leadership in my middle position was valuable my heart understood it wasn’t my fulfilled desire.  It struck me that my unrest might have something to do with the description “middle level.” 

Think about it; it’s the middle.  The middle is rarely used in a positive manner –in the middle between a rock and a hard place, stuck in the middle with you, in the middle of no where.  In most areas of popular culture, the middle doesn’t seem like the best place to be.  Most people in the middle are stuck there by chance and not choice; they are hungrily waiting for a chance to get out.  It’s hard to lead from a place you are trying to leave.

How do we make the best of it?  A couple months ago, I wrote about five things necessary to lead in the middle and move forward from that place.  One of those things was go the extra mile – over deliver.  This is extremely important to those in the middle – it’s also extremely difficult.  Middle leaders must seek opportunities to do strong, promotable work that benefits the organization in order to prove their value and heighten their impact.  But they must carry out their action in a manner that is not self-seeking or desiring recognition. Is this even possible?

Motivation is key.  This impacting work must benefit the organization and not exist solely for the benefit of the leader.  Work that is self-promoting and inconsiderate of organizational goals and mission is easily seen for its egocentric nature.  True leadership impact is best achieved through authentic leadership designed to move the team and organization forward and not simply benefit the leader.  Any leadership benefit becomes a byproduct rather than the original product.

My challenge to all of you Middle Leaders is this – check yourself, and check yourself often.  Find your WHY.  As Simon Sinek said,

“People don’t buy what you do; they buy why you do it.  What you do simply proves what you believe.”

You were originally attracted to the heart of your organization, its mission.  Don’t forget it; instead, let it be your motivation and your impetus for continuing to give all of yourself.  Remember why you are there and why you care.  I cannot guarantee you will receive a promotion.  I cannot even say your work will be noticed. I can promise, however, that you will find renewed love for your work and purpose in whatever position you are in.

People Who Need People: The Fine Art of Networking

“The best way to lead people into the future is to connect with them deeply in the present.” – James Kouzes & Barry Posner

Leadership doesn’t happen in a vacuum.  We are people who need people and not just people to follow us around because we are the leader.  We need people to walk ahead of us and beside us and with us.  My recent research on leadership skills development indicated that successful leaders maintain a broad network of professional relationships. Effective leaders look beyond themselves and establish a wide variety of relationships with assorted influencers. 

My husband is a natural at networking.  Give him an hour in a room and he will know the names of half the people in the room and have made lunch arrangements with most of those.   My approach is a little different, but it works well for my style.  Networking is simply getting to know people and building relationships.  Everyone has the ability to do that and, with the right perspective, I believe most may even find it fun.  Whether you are a natural at networking or you need a little encouragement to start down that path, these tips can guide your steps:

Be Curious – Networking is simply meeting a variety of people and getting to know them.  Stay curious and open your mind to the different people around you at work, across your organization, at conferences, in classes, etc.  Take a genuine interest in their stories.  You may find that you actually enjoy this, and you will definitely make valuable professional relationships. 

Be Authentic – You can only be you. If you try to be anyone else, it will be obvious and it is not a good start to any relationship.  It may be tempting to inflate your accomplishments or knowledge level when meeting someone further along in the leadership journey.  Resist that temptation.  The best senior leaders relish the opportunity to share stories and impart wisdom to those still along the path.  Feel free to ask their input and allow them to share their expertise.

Be Willing – The time to start is now.  Building professional relationships takes time, but it is time well spent.  One conversation may not lead to your next promotion, but you never know where it will lead without engaging in it.  Prepare a list of people you’d like to get to know better and invite one of them to coffee.  Make a game of gathering business cards or contact information at your next conference.  If it’s good enough for Nike, it’s good enough for you – just do it!

A strategic network of mixed relationships sparks innovation and creativity, reinforces decision-making skills, and supports future organizational growth.  Providing a diverse look at leadership styles through a mixed group of professional relationships can play an integral role in your leadership success.  Without exception, if you are a mid-level leader or just beginning the leadership journey, establishing a broad professional network is invaluable to your career.  We cannot lead alone. Building a broad network of professional relationships ensures that  we don’t have to.

Gold Star for You

The quality of a leader is reflected in the standards
they set for themselves.
Ray Kroc

My recent research revealed that affirmation plays a critical role in building leadership confidence, and confidence gives leaders the boost they need to lean into their potential. As we set standards and develop characteristics to guide our leadership, it feels good to have others recognize these qualities. Affirmation acknowledges the diversity of leadership skills and experiences we have developed, validates their value, and provides impetus for continued growth.  High standards yield extraordinary results in us and in others.

It is important to recognize the value of affirmation and build it into our leadership practices. However, some environments make it difficult to find someone willing to tell us how wonderful we are at leadership or anything else.  Sometimes affirmation must come from within. Bradley Cooper was asked in a recent interview whether he was angry because he did not receive an Oscar nomination for directing A Star is Born.  His answer was no, because he knew “he had done good work.”  Bradley Cooper did not need affirmation from others to value the work he had done.  He knew it was good and he was proud of it. 

Although I’m not an Oscar nominated actor, I had a similar experience when I recently defended my dissertation.  Rather than deflect and play down the congratulations I received from others, I found it easy to simply say thank you.  I worked hard for this, and I believe in it.

Setting high standards for your work and leadership sets an example for others to follow.  It feels good to have others affirm these standards, but doing high quality, good work feels great too.  Remember, recognize and affirm potential in others, but appreciate your own good work as well.  And when necessary …

Give Yourself Your Own Gold Star!

Super Bowl LIII

“Be the Leader You Want to Follow”

Tomorrow is the Super Bowl! Millions of people will be hanging out, munching on snacks, sharing drinks and watching the event. And it is an event. It is much more than a football game – even a championship football game. The Super Bowl is a phenomenon.

I was trying to explain this idea to a colleague from Korea. I related how this year’s match up is a story of east meets west, old vs. new, tradition vs. innovation. I told her about Tom Brady – the GOAT, the Greatest of All Time. Brady’s record of 5 Super Bowl wins makes it hard to argue against this title.  With an arsenal of tools and a incomparable knack for last minute miracles, people either love or hate #12.

Patriot’s coach Bill Belichick seems to know exactly how to get the best from his quarterback. Belichick has coached Tom Brady for 19 years and leads him masterfully, knowing when to challenge and when to just let Brady loose to do what he does best – command the field and win football games. Their work together like a well-oil machine and their success makes it difficult to root against them.

On the other side of the field are the up and comers. Although the Rams have been a team for over 80 years, they recently returned to their hometown of Los Angeles, California. The Rams brought with them a host of young talent including Sean McVay, the youngest coach in NFL history. McVay coaches with the enthusiasm of a 16-year old and with the skill of a veteran. His passion for the game is visible.

McVay – the quarterback whisperer – seems to have a special ability to coach quarterbacks, especially young Jared Goff who leads the Rams on the field. McVay has led this young QB to levels many doubted he had within him. Together, the L.A. Rams have created a renewed energy in a city that was ready to love football again.

As I related these stories to my colleague, I realized that most of my comments had little to do with football and much to do with people and leadership. As the wife of one football coach and the mother of another, I’ve watched my share of games over the years. I have a decent understanding of the game, but I also know enough about leadership to understand it takes much more than Xs and Os for success.

Sunday’s Super Bowl game reflects leadership success at several levels. The event illustrates how different leaders and differing leadership styles can both be effective. It’s been said that “you should be the leader you want to follow.” That may be true, but it may be more important to be the kind of leader our team needs.

We don’t know if McVay’s style would work well with the seasoned veterans of New England. We don’t know if Tom Brady could have the same synchronicity with Cooper Kupp as he does with the Ron Gronkowski. However, we do know that when leaders meld their authentic leadership style with the needs of their team, success follows. When leaders and teams have the same goals, they develop confidence and understanding that each is doing their best to achieve that goal. The results are obvious.

Here are a few ideas for blending your authentic leadership style with the leadership style your team needs.

  • Watch and Listen to Your Team
  • Reflect on Past Success
  • Explore your Own Leadership Style
  • Find the Intersection of Your Leadership and Their Needs
  • Lead from This Place