Leading others well can be a great challenge. It requires courage, judgment, wisdom, emotional intelligence, integrity, and much more. Leadership excellence comes with experience, but it begins with intentionality and commitment.
Here are the most important (four) questions to help ground your leadership in a powerful foundation, whether you are a new leader learning the ropes or a seasoned leader looking to upgrade or renew.
1. Why are you leading?
Is it for prestige? The title? Money? Power? Perquisites? Is it to prove something, or impress others? In truth, several of these may be drivers for you, but the key issue is whether you have found a deeper why. Being a leader does not require being a saint absent normal human influences and motivations, but leading well requires clarity of purpose and a motivation beyond the self. Great leadership has been described as motivating people to accomplish great things together. In our “triple crown leadership” model, we address the kind of leadership that can build an organization that is excellent, ethical, and enduring—with exceptional, positive, and sustainable impacts.
Have you matured and evolved such that you are able to rise beyond your ego and focus on the bigger picture? Followers will recognize selfish motives, especially if they become dominant, and such motives can make your leadership toxic if left unchecked. But followers will respond positively if they see a leader committed to a worthy higher purpose and aspirational vision.
2. Who are you serving?
As Robert Greenleaf noted, the best leaders serve. With his “servant leadership” framework, he challenged traditional thinking about leadership as a top-down phenomenon. Greenleaf wrote, “The servant-leader is servant first. It begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.”
People sense that call to serve. They respect and admire it, and willingly follow. Greenleaf even developed a conceptual “test” we can use for determining whether someone is a servant leader: “The best test is: do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants?”
At best, leaders serve their followers, and the organization serves all of its stakeholders: customers, employees, vendors and partners, the community, and its owners. The days of any organization serving only shareholders, often at the expense of other stakeholders, are numbered.
3. Are you upholding your values?
Your values are the things that are most important to you. Think about what you believe and stand for, and your convictions about what is most important in life. While many organizations have statements of their values, many people don’t take the time to discover their own values. There is great power in making your values explicit and sharing them with others—and in demonstrating them through your choices and behaviors. Values matter because they guide your behavior in congruence with your authentic self and deepest convictions. Many people run into trouble when they behave in ways that conflict with their values.
Great leaders know their own values and collaboratively elicit a set of shared values to guide the behavior and decisions of people in the organization. They key is not having values. The key is upholding them and infusing them in the organization so they are actualized.
“You cannot deliver value unless you anchor the company’s values. Values make an unsinkable ship.”
–Indra Nooyi, former Chair and CEO, PepsiCo
Personal Values Exercise
Complete this exercise to identify your personal values. It will help you develop self-awareness, including clarity about what’s most important to you in life and work, and serve as a safe harbor for you to return to when things are tough.
4. What are you doing to develop yourself and others?
Learning to lead well is a lifelong endeavor, and the best leaders are incredibly intentional about developing their own leadership through experience, stretch assignments, challenges, crises, active solicitation of feedback, coaching, mentoring, training, courses, reading, peer groups, self-reflection, and more.
The best leaders also focus on developing others. According to Jim Kouzes and Barry Posner in The Leadership Challenge, “Leaders develop in others the competence, as well as the confidence, to act and to excel.” They go on to say:
“The most lasting test of your leadership effectiveness is the extent to which you
bring forth and develop the leadership abilities in others, not just in yourself.”
Unfortunately, most organizations do not invest nearly enough in effective training and development (or on vetting people during hiring). According to a Hewitt Associates study of 700 senior leaders, most organizations hold their executives and managers accountable for achieving business results, but only 10% hold executives accountable for developing their direct reports, and only 5% indicate that their managers consistently demonstrate the ability to develop employees. In their book, The Talent Masters, Ram Charan and Bill Conaty write, “If businesses managed their money as carelessly as they manage their people, most would be bankrupt. The great majority of companies that control their finances don’t have any comparable processes for developing leaders or even pinpointing which ones to develop.”
Organizations that are great at learning and development improve systematically over time in ways that allow them to excel and outperform others, leveraging the power of compounding and the engagement and motivation that come from learning, development, and growth.
Four Key Questions for Leaders
So, four key questions for leaders:
- Why are you leading?
- Who are you serving?
- Are you upholding your values?
- What are you doing to develop yourself and others?
How do you answer these questions, and which questions need better answers?
Tools for You
- Leadership Derailers Assessment to help you identify what’s inhibiting your leadership effectiveness
- Personal Values Exercise to help you determine and clarify what’s most important to you
- Alignment Scorecard to help you assess your organization’s level of alignment
Leadership Derailers Assessment
Take this assessment to identify what’s inhibiting your leadership effectiveness. It will help you develop self-awareness and identify ways to improve your leadership.
Gregg Vanourek and Bob Vanourek are leadership practitioners, teachers, and award-winning authors (and son and father). They are co-authors of Triple Crown Leadership: Building Excellent, Ethical, and Enduring Organizations, a winner of the International Book Awards. Check out their Leadership Derailers Assessment or get their monthly newsletter. If you found value in this, please forward it to a friend. Every little bit helps!