Leadership is (fill in the blank). You can’t. Neither can I. 
Despite articles, books, blogs and opinions written about leadership, what is often left unsaid is that leadership is over-defined. Yes, there are characteristics that one might apply to a strong (or weak) leader. There are behaviors one can observe, mentors one can model, quotes one can use and examples one can site. I tend to agree with most of what I read about quality leadership and what that embodies.
Therefore, I would like to add a perspective on leadership by simplifying the definition to four dominant traits/characteristics/behaviors (fill in the blank!). Consider a compass. There are four primary directions: North, South, East and West. And just like leadership, even something as precise as a compass has varying ways of defining and discovering North: there is True North, magnetic North and grid North. No wonder I need GPS AND Mapquest to get me where I’m going!
So imagine that there are four primary elements of leadership, with varying degrees of direction. Just like I might be traveling North-East to get to my destination, one can also move their leadership needle along the compass.
The Leadership Compass:
Moral Direction
In order to be an effective leader, one must have a moral compass. Do the right thing because it’s the right thing to do. Ah, the challenge. Sometimes the right thing to do may have a negative impact on the bottom line. The right thing may involve confronting an employee who is not meeting the standards and expectations of your organization. The right thing may be to change a policy so it benefits both the consumer and the company. The right thing may be the difficult thing to do. Varying degrees of this compass point include: honesty, integrity, ethics, conscientiousness, virtuous, honorable, humane, compassionate and noble, to name a few. How does your moral compass impact your leadership decisions?
Inspirational Direction
Another trait I would place on my leadership compass is the ability to inspire others. Quality leaders, no matter their position within an organization typically make others want to do and be more. They serve as an example of possibilities and dreams and courage. Inspiring others at this level is a gift and a challenge. Varying degrees of this compass point include: leading by example, encouraging, intriguing, motivating, refreshing, dynamic, persuasive and uplifting, to name a few. What leader has made an inspirational impression on you?
Emotional Intelligence Direction
In Daniel Goleman’s article he discusses emotional intelligence as a quality of an effective leader. This is often ignored when it comes to the promotional processes of many organizations. Typically, one gets promoted into a leadership position because they are either highly effective at their current position, or they’ve been with the company for 78 years. Neither of these reasons have to do with leadership; rather, they apply to job knowledge and longevity. As Mr. Goleman points out, some varying degrees of emotional intelligence include: self-awareness, self-regulation, motivation, empathy and social skills. What are your guiding principles when choosing a leader within your organization?
Effective Communication Direction
There are multiple ideas, visions and expectations that a leader must communicate within their organization. The ability to do so effectively can mean the difference between: success or failure, motivation or discouragement, buy-in or complaints, collaboration or sabotage, understanding or confusion. In order to effectively communicate, a leader must have a handle on all other elements of their leadership compass. Some additional degrees one would find: open body language, approachability, willingness to accept and receive feedback, ability to see and verbalize the “big picture”, positive recognition, holding people accountable, recognizing effort, keeping people in the loop, authenticity and many more. What opportunities do you have to communicate more effectively?
So there you have it…my leadership compass. Each direction allows for further definition and corresponding behaviors. What would you add to this compass? What direction are you taking your organization????
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