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How to Develop a Compelling Leadership Philosophy

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Your leadership philosophy is how you view yourself in the role of a leader. Here, we share how to develop your own leadership philosophy.

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The more that you, as a leader, manage each of these areas, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.

Emotional Intelligence in Leadership

1. Self-awareness

If you're self-aware, you always know how you feel, and you know how your emotions and your actions can affect the people around you. Being self-aware when you're in a leadership position also means having a clear picture of your strengths and weaknesses, and it means behaving with humility.

So, what can you do to improve your self-awareness?

Keep a journal. Journals help you improve your self-awareness. If you spend just a few minutes each day writing down your thoughts, this can move you to a higher degree of self-awareness.

2. Self-regulation

Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Self-regulation is all about staying in control.

This element of emotional intelligence, according to Goleman, also covers a leader's flexibility and commitment to personal accountability.

So, how can you improve your ability to self-regulate?

Hold yourself accountable. If you tend to blame others when something goes wrong, stop. Make a commitment to admit to your mistakes and to face the consequences, whatever they are. You'll probably sleep better at night, and you'll quickly earn the respect of those around you.

Practice being calm. The next time you're in a challenging situation, be very aware of how you act. Do you relieve your stress by shouting at someone else? Practice deep-breathing exercises to calm yourself. Also, try to write down all of the negative things you want to say, and then rip it up and throw it away. Expressing these emotions on paper (and not showing them to anyone!) is better than speaking them aloud to your team. What's more, this helps you challenge your reactions to ensure that they're fair!

3. Motivation

Self-motivated leaders work consistently toward their goals, and they have extremely high standards for the quality of their work.

How can you improve your motivation?

Re-examine why you're doing your job. It's easy to forget what you really love about your career. So, take some time to remember why you wanted this job. If you're unhappy in your role and you're struggling to remember why you wanted it, try the Five Whys technique to find the root of the problem. Starting at the root often helps you look at your situation in a new way. And make sure that your goal statements are fresh and energizing. For more on this, see our article on Goal Setting.

4. Empathy

For leaders, having empathy is critical to managing a successful team or organization. Leaders with empathy have the ability to put themselves in someone else's situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to those who need it.

If you want to earn the respect and loyalty of your team, then show them you care by being empathic.

How can you improve your empathy?

Respond to feelings. You ask your assistant to work late - again. And although he agrees, you can hear the disappointment in his voice. So, respond by addressing his feelings. Tell him you appreciate how willing he is to work extra hours, and that you're just as frustrated about working late. If possible, figure out a way for future late nights to be less of an issue (for example, give him Monday mornings off).

5. Social Skills

Leaders who do well in the social skills element of emotional intelligence are great communicators. They're just as open to hearing bad news as good news, and they're experts at getting their team to support them and be excited about a new mission or project.

Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically. They're rarely satisfied with leaving things as they are, but they don't sit back and make everyone else do the work: they set an example with their own behavior.

So, how can you build social skills?

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Emotional Intelligence in Leadership - Learning How to Be More Aware

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Relating to others is vital in today's workplace. Learn how to build your emotional intelligence (EI) with this article.

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5 Aspects of Emotional Intelligence Required for Effective Leadership

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5 Aspects of Emotional Intelligence Required for Effective Leadership

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Emotional Inteligence - A Minute With John Maxwell, Free Coaching Video

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Leadership Practices of School Counselors and Counseling Program Implementation

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Leadership Practices of School Counselors and Counseling Program Implementation

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Leadership Practice of School Counselors and Counseling Program Implementation

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Transformational vs servant leadership - Stone g

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How Do Transformational Leaders Inspire and Motivate Followers?

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How Do Transformational Leaders Inspire and Motivate Followers?

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Have you ever been in a group where someone took control of the situation by conveying a clear vision of the group's goals, a marked passion for the work, and an ability to make the rest of the group feel recharged and energized? This person just might be what is called a transformational leader.

Transformational leadership is a leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well.

Quick Background

The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation."﻿﻿

Later, researcher Bernard M. Bass expanded upon Burns's original ideas to develop what is today referred to as Bass's Transformational Leadership Theory. According to Bass, transformational leadership can be defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner trust, respect, and admiration from their followers.﻿﻿

Mental Health in the Workplace Webinar

Components

Bass also suggested that there were four different components of transformational leadership.

1. Intellectual Stimulation: Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn.

2. Individualized Consideration: Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of the unique contributions of each follower.

3. Inspirational Motivation: Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals.

4. Idealized Influence: The transformational leader serve as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals.

So what are some typical signs of a transformational leader? Groups led by this type of leader tend to be both successful and loyal. They give a lot to the team and care deeply about the group's ability to accomplish its goals. Turnover tends to be quite low as transformational leaders are able to inspire a great deal of commitment in their followers.

In their classic text, Transformational Leadership, authors Bass and Riggio explained:

"Transformational leaders...are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leaders help followers grow and develop into leaders by responding to individual followers' needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group, and the larger organization."

"Research evidence clearly shows that groups led by transformational leaders have higher levels of performance and satisfaction than groups led by other types of leaders," explained psychologist and leadership expert Ronald E. Riggio in an article for Psychology Today.

The reason, he suggests, is that transformational leaders believe that their followers can do their best, leading members of the group to feel inspired and empowered.

What can you do to become a more transformational leader? Leadership experts suggest that having a strong, positive vision of the future plays a critical role. Not only is it important to believe in this vision yourself; you've also got to inspire others to buy into your vision as well.

Link to Well-Being

According to the results of one study, this style of leadership can also have a positive influence on employee well-being.﻿﻿

The study published in the Journal of Occupational and Environmental Medicine involved surveying workers at several different German information and communication technology companies. Researchers asked participants to answers questions about their employer's leadership style.

A score for transformational leadership was then determined based on qualities such as providing intellectual stimulation, giving positive feedback for good performance, leading by example, and helping employees feel like they were making a contribution toward the goals of the group.

The researchers discovered that employees who identified a higher level of transformational leadership in their employers also had higher reported levels of well-being. The effect stayed significant even after researchers controlled for factors that are linked to well-being such as job strain, education, and age.

"The results of this study suggest that a transformational leadership style, which both conveys a sense of trust and meaningfulness and individually challenges and develops employees, also has a positive effect on employee well-being," the authors summarized.

Real-World Applications

So what impact could such results have for managers and workers?

The study's authors suggest that the results are important and can help companies develop leadership training programs that can be used to teach transformational leadership skills. Acquiring communication skills such as resolving conflicts in the workplace and recognizing the needs of employees are an important part of transformational leadership.

"Such training programs can be seen as another essential component of workplace health promotion and prevention efforts and therefore should receive wide support," explained the study's authors.

A Word From Verywell

The transformational style of leadership can be highly effective when used appropriately, but it might not necessarily be the best choice for every situation. In some cases, groups may require a more managerial or autocratic style that involves closer control and greater direction, particularly in situations where group member are unskilled and need a lot of oversight.

One way to improve your own leadership skills is to assess your own current leadership style and think about ways in which your strengths can benefit the group you are leading. By evaluating your own skills, you will be better able to play to your strengths and work on improving your areas of weakness.

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How Do Transformational Leaders Inspire and Motivate Followers?

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Have you ever been in a group where someone took control of the situation by conveying a clear vision of the group's goals, a marked passion for the work, and an ability to make the rest of the group feel recharged and energized? This person just might be what is called a transformational leader.

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https://www.fool.com/the-blueprint/servant-leadership/

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Transformational and Servant Leadership Graphic

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The ASAP® course catalog has been published and includes information on all our standards-based ASAP® course modules, as well as the ASAP® assessments, workbooks, case studies and academies. Download the ASAP Catalog today!

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The ASAP® course catalog has been published and includes information on all our standards-based ASAP® course modules, as well as the ASAP® assessments, workbooks, case studies and academies. Download the ASAP Catalog today!

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Transforming transformational leadership | Lesley Hayes | TEDxBrentwoodCollegeSchool

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Current Cases in Educational Leadership_ Sense of Belonging in Students (2)

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Register for Five Dysfunctions of a Team LIVE : A Virtual Conversation with Pat Lencioni

The Five Dysfunctions of a Team

By Patrick Lencioni

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The Five Dysfunctions of a Team has become the world's most definitive source on practical information for building teams. The book's impact extends beyond business schools, churches, non-profit organizations, professional sports teams and the military. The Five Dysfunctions of a Team has sold over three million copies and continues to be a fixture on national best-seller lists week after week.

Purchase from our website or your favorite retailer:

The Concept

The Five Dysfunctions of a Team outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don't die easily. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster.

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DYSFUNCTION #1: ABSENCE OF TRUST

The fear of being vulnerable prevents team members from building trust with each other.

DYSFUNCTION #2: FEAR OF CONFLICT

The desire to preserve artificial harmony stifles productive ideological conflict within the team.

DYSFUNCTION #3: LACK OF COMMITMENT

The lack of clarity and/or buy-in prevents team members from making decisions they stick to.

DYSFUNCTION #4: AVOIDANCE OF ACCOUNTABILITY

The need to avoid interpersonal discomfort prevents team members from holding each other accountable for their behaviors and performance.

DYSFUNCTION #5: INATTENTION TO RESULTS

The pursuit of individual goals and personal status erodes the team's focus on collective success.

Characteristics of High Performing Teams

Teams willing to address the five dysfunctions can experience the following benefits. High performing, cohesive teams:

Are comfortable asking for help, admitting mistakes and limitations and take risks offering feedback

Tap into one another's skills and experiences

Avoid wasting time talking about the wrong issues and revisiting the same topics over and over again because of lack of buy-in

Make higher quality decisions and accomplish more in less time and fewer resources

Put critical topics on the table and have lively meetings

Align the team around common objectives

Retain star employees

Free Tools & Resources

Download our free tools and resources that will supplement your understanding of the five dysfunctions model.

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Five Dysfunctions Products | The Table Group

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Skip to main content Register for Five Dysfunctions of a Team LIVE : A Virtual Conversation with Pat Lencioni By Patrick Lencioni $24.95 The Five Dysfunctions of a Team has become the world's most definitive source on practical information for building teams. The book's impact extends beyond business schools, churches, non-profit organizations, professional sports teams and the military.

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Dare to Lead by Brene Brown Daring Leadership Assessment

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Dare to Lead by Brene Brown Daring Leadership Assessment

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Daring leadership is a collection of four skill sets that are teachable, observable, and measurable: Rumbling with Vulnerability, Living into our Values, Braving Trust, and Learning to Rise.

The Daring Leadership Assessment will help you gauge your strengths and your opportunities for growth as a daring leader. On average, the assessment takes less than ten minutes, and you will be able to print or email the results to yourself.

We do NOT store responses or results.

Deep gratitude to everyone who worked on this three-year assessment project. Special thanks to Dr. Ronda Dearing, our senior director of research, and to the MBA and EMBA students at the Jones Graduate School of Business at Rice University, the Kellogg School of Management at Northwestern University, and the Wharton School at University of Pennsylvania.

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The Daring Leadership Assessment will help you gauge your strengths and opportunities for growth as a daring leader. Based on the work and research of Brené Brown.

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What makes a great leader?

Is it someone who takes command with a firm leadership style?

Does it take an ethical leader who seeks to follow their moral compass and embraces the shared values of their employees?

Or is a successful leader one who can transform a company's culture so that it allows each individual to thrive? While also reaching company goals and staying true to each core value of the business?

It is all of these things and many more.

If you're an aspiring leader who is intent on supporting your team, you might be feeling a little overwhelmed at all you need to be. Especially if you're also focusing on transforming and improving organizational culture. And want to be recognized as exhibiting ethical leadership behavior.

Take a breath because we've got your back.

We're going to explore the 13 core values of a leader that you should foster to be the type of leader you dream of.

Let's start, in a typical leadership style, at a high level.

What are leadership values?

Values are the underlying beliefs that guide our decisions and actions and ultimately shape our days and careers.

Leadership values are a subset of those values that positively influence one's ability to lead effectively or be a 'good leader.'

You can foster and develop leadership values with time. However, as with many character traits, you will probably have a tendency toward one specific leadership skill or another.

You can uncover these natural leadership qualities by asking yourself questions such as:

What values guide my personal life?

How do I react in common situations (such as when confronted with change)?

What kind of leaders do I gravitate to (such as a passionate leader or a more strategic leader)?

You should also consider this question: What are the goals, mission, and culture of my company?

The leadership values related to effective leadership at your company will lie at the intersection of your personal values and your company's values.

The importance of a leader with values

Everyone has values, but not everyone exhibits good leadership values.

Anyone in a leadership role should be aware of the values they hold, their strengths, and the areas they can improve on as they grow as a leader.

Why?

Because your values determine how you execute leadership, the team environment you create, and the success of your company. The values you display as a leader will permeate your entire organization and affect its performance.

Leaders who adhere to their values earn respect and commitment from their teams. Value-driven leadership can inspire others not just to follow them but to adopt those values as their own.

By embracing the notion that you can develop leadership qualities, you can also choose leadership values to develop. This is possible both through leadership training and mindful attention and practice.

13 Important values of a leader

Let's review 13 core values that an outstanding leader should demonstrate.

1. Empowerment and development

As a leader, you are in a position of power.

Instead of trying to keep all that power and control for oneself, an effective leader empowers others and amplifies their own impact as a result.

This empowerment can come from formal employee training, ongoing coaching, and workforce development. Mentorship and the delegation of responsibilities can also help.

Empowering others through mentorship and delegation of complex tasks creates a stronger team. With it, you will help build future leaders you can rely on with confidence.

2. Vision

Leaders have the important responsibility of creating and maintaining the organizational vision. What does the company seek to become in the next 5, 10, or 20 years, and what steps are required to realize that goal?

"...As a visionary leader, you should be thinking about more than just the next quarter. You should also be thinking about the next decade, and what your company's reputation and place in the world will be after 40 quarterly results."

Mary Barra, CEO of General Motors

When you center vision as a leadership value, this means you keep the big picture at the forefront of your decision-making.

It also means employing foresight to plan for obstacles. Keep an eye out for anything that may get in the way of your company's vision, and be ready to update the vision as you gain more experience and information.

Successful leadership also includes the leader's ability to communicate that vision to their team members. The message must be shared in a meaningful, actionable, and engaging way.

3. Communication

"Communication and communication strategy is not just part of the game-it is the game."

Oscar Munoz, executive chairman of United Airlines

Communication is the foundation of any relationship.

In a work setting, centering communication as a core leadership value manifests in many ways. It can take the form of conveying context to employees. Or it can be setting clear expectations for individuals and teams. Or even providing and seeking constructive feedback.

A leader may have a clear vision, but unless communication is a driving value, others will not be able to share it.

4. Reinforcement and influence

Positive reinforcement and recognition to your team members are important forms of communication.

"The number one thing that you have to do as a leader: to bolster the confidence of the people you lead."

Satya Nadella, CEO of Microsoft

When things are busy, it can be all too easy to speed along without making an effort to show that you noticed someone's contribution.

However, positive reinforcement is a huge aspect of improving employee motivation and engagement. Not only that but in lifting your influence as a business leader.

Without recognition, the motivation of team members can lag, and their productivity will grind to a halt.

By demonstrating appreciative behavior, you encourage others to reinforce each other too. This helps boost morale across the organization.

5. Empathy

Empathy is the ability to understand others, see from their point of view, and feel what they are feeling. It is a value that is held in high regard by many senior executives and good business leaders.

The importance of empathy as a leadership value is not simply to be nice or likable. You can build a far stronger team by exercising empathy and understanding each person's motivations with whom you work.

Empathy will help you match people's strengths and skills to roles where they can make the most impact. It will help you build and sustain positive and productive relationships. It will also help you recognize the core values of others on your team.

This is the knowledge that you can harness for the betterment of each individual and the company.

6. Humility

Leaders must constantly be learning. To be in that receptive state of mind requires humility.

Opportunities to build wisdom can easily be lost if you are not willing to recognize and process mistakes. Humility also means knowing when to ask for input from others.

If you have a gap in knowledge in a certain area, seek advice from those with more experience or from coaches. If your strategy is not connecting with your audience, consult the people closest to the work or your customers.

Having a strong sense of emotional intelligence, self-awareness, and humility is a key leadership trait. It prevents leaders from becoming insulated from the outside world. In turn, this allows them to focus on becoming better leaders all-around.

7. Passion and commitment

An extraordinary leader is not only capable of commanding influence or communicating successfully.

They are also:

committed to meeting organizational goals

passionate about the company and their leadership role within it

and demonstrate ferocious resolve when faced with adversity

A leader with this kind of mindset can motivate everyone around them. Their passion and energy are so infectious that it drives and uplifts the entire team.

8. Respect

As a leader, you can demonstrate respect through many of the behaviors already listed here:

Empowering others

Strong communication skills

Recognition of employee abilities

Empathizing with the situations of others

Respect should also move in all directions. Treat upper management, your board, employees, and customers with the respect they deserve to gain respect in return.

It's also important to build a culture where differences are respected and appreciated. Having diverse viewpoints within the organization is a strength, and those who differ from you in opinion should feel as valued as those aligned with you.

9. Patience

Patience is a value that is often learned with time but is an incredibly important skill for those in leadership roles. At its heart, patience is about delayed gratification.

Leaders need to be patient with new hires who aren't up to operating speed yet. They also require patience with existing team members who are working out how to deal with complex issues. This is especially true where the leader may be able to tackle with greater ease.

Patience also benefits leaders who have long-term goals, such as quarterly or annual sales targets. These goals can only be achieved incrementally through perseverance and patience.

10. Resilience

A key nature of business is change, and as a leader, you often take the brunt of big changes - or even initiate them.

You must be able to weather these times, not only for yourself but for your team.

This is not to say you can't have human reactions to challenges, but ultimately your team will respond to how you handle hardship and communicate the outcomes.

Employees look to their leaders for cues during unpredictable phases, and a show of resilience at the top will bolster the entire organization.

Resilience has tangible positive outcomes as well. As BetterUp's study on resilience shows, it increases revenue, encourages innovation, and retains employees.

11. Honesty and transparency

Employees want a coach and leader who is honest and transparent about their performance, business objectives and directives, and internal company politics.

Nobody likes to feel like they are being lied to or deceived.

Transparency does not mean telling everyone everything as soon as you hear it - there is a time and a manner in which to convey information.

You want to be aware of how new information impacts people and impart it with care, utilizing values we've discussed like empathy, communication, and respect.

Take a company reorganization, for example. You don't want to sound the alarm that change is coming before you've worked out the details. Nor do you want to spring the news on people the day before everything shifts.

Valuing transparency, in this case, would mean communicating why there is a reorganization and getting other company leaders on board with how it affects them and their teams. It could also include hosting a Q&A for everyone who will be affected and setting clear expectations for how and when changes will occur.

"Being transparent about our plans enables us to get better feedback."

Shantanu Narayen, chairman, president, and CEO of Adobe Inc.

12. Accountability

One of the values that many employees admire in a leader is accountability.

Accountability means taking responsibility for one's duties and goals and, at times, owning responsibility for the shortcomings of one's team.

However, strong leaders also need to be prepared to hold their employees accountable for the tasks they are responsible for, which helps to promote personal growth with your team.

13. Integrity

Integrity is a character trait that gains respect and trust.

As a leader, integrity means approaching all of your work with consistency and coherency: the way you communicate with others, carry out your organization's mission, and approach new situations.

Integrity means honoring commitments (including to yourself) and doing what you say you will do, as well as approaching challenges in ways that are coherent with other values and beliefs.

Leading with integrity can sound abstract because it encapsulates so much, but you can think of it as integrating all of your core leadership values - the end doesn't justify the means if the means violate our core values.

The people who work for us notice if we only exhibit our values when times are good. By knowing your leadership values, reviewing them, and having them guide your actions, you will be leading with integrity no matter what your company faces.

Core values of a leader make for great leadership

Becoming a great leader is a journey and one which will last your entire career.

Of course, the sooner you start focusing on these leadership values, the faster you'll become the leader you want to be:

1. Empower and development

2. Vision

3. Communication

4. Reinforcement and influence

5. Empathy

6. Humility

7. Passion and commitment

8. Respect

9. Patience

10. Resilience

11. Honesty and transparency

12. Accountability

13. Integrity

Are you looking for a helping hand in developing your leadership skills? Check out how we help leaders grow.

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Leadership values: 13 essential values of a leader

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What makes a great leader? Is it someone who takes command with a firm leadership style? Does it take an ethical leader who seeks to follow their moral compass and embraces the shared values of their employees? Or is a successful leader one who can transform a company's culture so that it allows each individual to thrive?

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Brown, H. - Leadership Philosophy Statement

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Copy of Brown, H. - Educational Leader Interview and Analysis