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https://youngandtheinvested.com/develop-a-leadership-philosophy/

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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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A leadership philosophy has been defined as "a set of beliefs, values, and principles that strongly influence[s] how we interpret reality and guide our understanding of influencing humans" (Ambler, 2012, p. 77, as cited in Speranza & Pierce, 2019). A leadership philosophy promotes communicative actions and helps a leader develop the capability and capacity cultivate the best human potential. Reflecting on 10 questions related to personal leader development that we shared in first article ( Preparing to Engage in Leader Development of the Developing the Leader in You series) will help you to better prepare to write a personal leadership philosophy. Below we will discuss why a leadership philosophy is important and provide you with tips that will help you to write your leadership philosophy.

Why a personal leadership philosophy is important

A leadership philosophy is a "personal roadmap" that translates your beliefs, values, and principles. A leadership philosophy is a foundation for ethical decision-making. Moreover, it guides person's life and work-related concerns.

Tips for how to develop a personal leadership philosophy

We adapted some strategies from Leadership Paradigms' (2009), Ziskin's (2015), and Speranza and Pierce's (2019) works.

Consider who your role models are. How did your role models impact the development of the leader in you?

Consider the life events that impacted your leadership style.

Identify the leader qualities you are proud of.

Determine what is impeding your leader development (i.e., knowledge, people, resources)

Reflect on your success in past. How efficient are you at living out your beliefs in your daily life?

Consider the SMART goals you set. Determine how you will incorporate these goals into your leadership philosophy. See our previous article .

Reflect on your vision of teamwork and team success. Do you see yourself as a team coach? What does teamwork mean to you?

Think about different styles of leadership. What leadership approach fits your values, beliefs, and principles? For example, servant leadership, transformational leadership, or others?

Deierlein (2015) recommended the following essential components of a personal leadership philosophy:

Your core values (includes your purpose)

Your work style (includes your communication style)

Your expectations

Behavior you will not tolerate

Your professional priorities

How you want to receive feedback

Be creative when developing your leadership philosophy. Use essential components of the leadership philosophy recommended by Deierlein (2015) as a start. Add additional components that reflect your values, beliefs, and principles.

We hope this article helped you to begin developing your own personal leadership philosophy. For more resources related to this topic, please contact us.

References

Deierlein, T. (2015). Why you should have a written leadership philosophy. Leader to leader, 2015(77), 13-18.

Leadership Paradigms, Inc. (2009). Developing a personal leadership philosophy.

Newlon, K. (2017) Leadership in teams and in community organizations (COMLDR 4430) Course. Columbus, OH: The Ohio State University.

Speranza, C.R., & Pierce, A. (2019). Development of a personal leadership philosophy: an experiential and reflective opportunity in the graduate classroom. Journal of leadership education, 18(3), 167-175.

Ziskin, I. (2015). Three: The human resources emerging executive. Hoboken NJ: John Wiley & Sons.

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Tips for Developing a Personal Leadership Philosophy

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A leadership philosophy has been defined as "a set of beliefs, values, and principles that strongly influence[s] how we interpret reality and guide our understanding of influencing humans" (Ambler, 2012, p. 77, as cited in Speranza & Pierce, 2019). A leadership philosophy promotes communicative actions and helps a leader develop the capability and capacity cultivate the best human potential.

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https://www.cultivatingleadership.com/team-member/jennifer-garvey-berger

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EDG 6363 Leadership Article and Response

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https://www.frontiersin.org/articles/10.3389/feduc.2021.588528/full

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School Counselor Preparation to Support Inclusivity, Equity and Access for Students of Color With Disabilities

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The effective implementation of comprehensive school counseling services to all students is premised on the ASCA National Model framework themes of leadership, advocacy, collaboration, and systemic change. The school counselor’s role is to support the academic, career and social-emotional developmen…

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https://management30.com/develop-competence/emotional-intelligence/

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https://www.thebalancecareers.com/top-leadership-skills-2063782

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https://www.wgu.edu/blog/charismatic-leadership2103.html

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Have you ever worked with someone who knows how to encourage you to make the impossible totally possible? Maybe they seem attuned to what it takes to get the best work out of you, or they're always ready to share exactly the right thing to make you feel like you can do anything. This highly effective approach to management has a name: charismatic leadership.

As you find yourself moving forward in your career and stepping into management or leadership roles, it helps to choose an approach that meshes with your personality while supporting the company you work for. But it can be difficult to choose and refine a leadership style if you're unfamiliar with the options that are available to you. By utilizing the knowledge gained from attaining a business degree or by taking online courses, business leaders like you can understand the psychology behind managing teams and utilizing the principles and characteristics of leadership to help refine your charismatic management style.

Charismatic management or leadership is a form of professional guidance or management built on a foundation of strong communication skills, persuasiveness, and maybe even a little bit of charm to help them get the most out of everyone that works for them. They tend to be passionate, have charisma (hence the charismatic title), and have strong convictions with a deep connection to the work that they're doing-which, in turn, inspires the same conviction in others. Because of a charismatic leader's intense commitment to their work, they tend to evoke strong emotions from their followers and teams. This encourages devotion, action, and strong problem-solving skills.

Charismatic management and leadership style is similar to transformational leadership. In transformational leadership, managers are known for using inspirational motivation and intellectual stimulation to empower their followers in doing their best work. But where the two approaches differ is in how charismatic leaders focus on working within the status quo to make it better, as opposed to creating an entirely new path.

Some of the skills, traits, and actions that may define a good leader that utilizes charisma would include:

Forward-thinking goal setting: Because these great leaders are able to see the bigger picture, charismatic leaders excel at setting project milestones well into the future to help keep teams motivated and encourage continued advancements.

Articulation: Being well spoken, a strong communicator, and capable of detailing company plans in an engaging way ensures followers are on board at every level of production. This trait is key for charismatic leaders.

Ability to tap into people's emotions: Encouragement and inspiration are one thing, but the trait of emotionally connecting followers to a cause with your charisma can create a stronger sense of devotion to the work.

Openness to taking risks: As much as leaders with charisma work within the status quo, they're still willing to explore unique opportunities or approaches that could result in big gains.

Clear vision: Knowing the desired outcome of a project, and the pathway to getting there, gives followers a stronger sense of support as they work.

Utilization of unconventional behavior: Maybe they employ off-the-wall team-building exercises, maybe they encourage a hybrid office/remote approach to work, or maybe they try every bananas idea an employee comes up with. Leaders with charisma aren't afraid to try everything to get results.

Grace under pressure: Leaders with charisma can often find themselves in high-pressure situations that can challenge them to keep everyone committed and motivated, even in the face of seemingly insurmountable odds.

Sensitivity to their environment and the needs of the team: Empathy is another important quality that can help charismatic leaders navigate sensitive situations and intensive production schedules.

Strong engagement skills: From upper management to lower-tier employees, charismatic leaders know how to connect with everyone at every level of the professional totem pole.

The theory of charismatic leadership can be traced back to a 1922 study conducted by German sociologist Max Weber. Weber looked at why people follow authority in conjunction with political obligation, deducing that people tend to follow a leader because they see their leadership and power to be good and just, allowing the perception that these leaders are doing the right thing.

To Weber, charisma was more about appearances than action, and driven more by sociology or politics. He cited three key components that make up a charismatic leader: the psychological dimension, which encompasses their inner qualities; the social aspect, driven by the external sources that shape the leader; and the relational dimension, relating to the relationship between the leader and their subordinate. Later, in his 1958 book "The Three Types of Legitimate Rule," Weber evolved his theory to discuss how charismatic leaders can build strong emotional relationships with employees, and how they can lose their legitimacy when support is withdrawn.

Expanding on Weber's theories, Robert J. House published the paper "A 1976 Theory of Charismatic Leadership," which focused more on the concept from a psychological standpoint. House felt that charismatic leaders had personal and behavioral characteristics that encouraged people to follow them. Because charismatic leaders exhibited vision, determination, and the self-confidence to communicate both, followers found themselves encouraged and inspired by such leaders, rather than granting their following out of fear. Some notable charismatic leaders include civil rights activist Martin Luther King, Jr., Apple founder Steve Jobs, and President Barack Obama.

Every form of leadership relies on the leader to have a certain type of personality that inspires employees and encourages productivity, but charismatic leaders take that approach to the next level. Yes, they have personality-but they also have a certain kind of charm and the ability to connect with people on multiple levels. This helps them drive company initiatives while motivating and encouraging employees.

Like the visionary leadership approach, charismatic leadership relies on having a clear vision of a project or initiative. Where they differ is that charismatic leaders employ their open-ended approach in a more traditional status quo environment. Charismatic leaders are also adaptable like situational leaders, but the scope of a charismatic leader tends to be more exploratory and less rigid than the traditional business approach.

Adaptive leaders and charismatic leaders share a visionary approach to handling challenges and relying on emotional intelligence to connect with employees. But charismatic leadership deviates from adaptive by thriving on a certain amount of structure and a cohesive company approach. And while charismatic leadership is similar to effective leadership in its reliance on self-confidence and leading through example, effective leadership tends to be used in a lower-pressure environment or in smaller groups of people, while charismatic leadership is employed on a larger scale.

Charismatic leadership can be a highly effective approach to optimize and motivate teams, as these leaders often operate on the courage of their convictions and stand up for what they believe in. Some of the benefits of charismatic leadership include:

Inspired connection with team members or employees

The focused commitment to a company or organization's project or mission

Strong motivating factors that produce results

An emphasis on collaboration and team-oriented support to meet the needs of a project or mission

Positive change is encouraged, which in turn inspires forward movement

Employees and team members are valued for their input and supported in their goals

Egos are left at the door in service of the greatest good

Mistakes are addressed and approached as learning opportunities

Of course, there's a flipside to the positives of charismatic leadership. For all the benefits it imparts, it can also have some downsides that can derail a company or project or create internal turmoil. Some of the disadvantages of charismatic leadership include:

Charismatic leaders with a less self-assured foundation can prioritize their own focus instead of that of the company or organization

Outsiders can see this approach as disingenuous and question the intentions behind products or actions

Charismatic leaders may create the illusion that nobody can replace them, which can create issues for companies that may need to replace a leader for multiple reasons

An inability to course-correct or see the error of their ways may create a situation where the leader can inadvertently sabotage an initiative

Some charismatic leaders have been known to believe their own hype to the point that they consider themselves invincible, leading them to commit violations or crimes

Similarly, some leaders may decide they don't need to listen to anyone else, particularly those they lead

The best way to avoid the negatives and accentuate the positives of charismatic leadership is to embrace the core aspects of this approach. When you allow these aspects to guide you, you're less likely to veer off the path and more capable of being an effective leader. To be an effective charismatic leader, make sure you display:

Vulnerability and humility: Be willing to own up to your mistakes and learn from them, admit the things you're unable to do and delegate accordingly, and let your failures be opportunities for growth and improvement.

Listening skills: Don't just wait to speak! Make sure you really listen to your team, allow them to be heard, and work with them to address their concerns.

Transparency: Be open and honest about what you're doing and why you're doing it.

Determination: This quality is particularly important in times of challenge, as your team will look to you for encouragement and how they should react in stressful situations.

Communication skills: Go beyond being charming and actually connect with people! Learn more about them and how you can support their goals, too.

Compassion: Remember that at the end of the day you're human, and you're working with fellow humans who also have wants, needs, weaknesses, and complications. Do what you can to help your employees when they need it.

Maturity: Ditch the high school mentality and don't allow yourself to get wrapped up in psychological warfare that's designed to create chaos for you and your team.

Vision: See the endgame for your project, company, or organization, let your team in on the plan, and work with them to make it to the finish line together.

Self-monitoring and self-improvement: Continue working on yourself through therapy, education, leadership exercises, and more so that you're able to evolve with your team and the collective vision you're working towards.

Confidence: Find and connect to your inner strength and sense of self and let both inspire your team to great heights.

Creativity: Don't employ the same old, same old! Let your imagination run wild and allow it to inform new ways to inspire your team and bring your vision to fruition.

With a little charisma, a strong sense of vision, and a lot of heart, charismatic leadership could help you create a professional path to greatness.

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Are you a natural connector who's driven by purpose and has a clear vision you're deeply connected to? If so, charismatic leadership might be the right management approach to help you and your team realize greatness. Learn more about how this leadership approach motivates and inspires.

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https://www.wrike.com/blog/how-authentic-leadership-theory-work/

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According to the Harvard Business Review, authenticity has become the gold standard in leadership. And the good news is that virtually anyone can successfully fake it 'til they make it. If you're wondering how authentic leadership theory works, and how it stacks up against other methods, here are your answers. Keep reading to discover the key components of authenticity, the benefits of this style, and whether or not it's right for your unique team.

What is authentic leadership theory?

Authentic leadership theory is a set of qualities, values, and skills someone should possess if they want to be an effective project manager, business director, or team leader. If someone is an authentic leader, they're known for being down to earth, genuine, and an all-around "good" person. Although being "good" is subjective, in terms of being in charge of a group or a project, there are a certain set of behaviors outlined in the authentic leadership theory that makes it tangible.

Long story short: Authentic leadership theory defines the top most desirable qualities a leader can have as actionable behaviors anyone can develop over time.

The four key components of authentic leadership theory include:

1. Self-awareness
A leader should be familiar with both how they view themselves and how others see them. And perhaps most importantly, how their actions affect those around them for better or worse.

2. Transparency
Having clear motives for every action is very important for authentic leadership. Strong communication skills are essential, along with tact.

3. Balance
Being able to navigate the dynamics of teams, tasks, and project needs are essential in authentic leadership so that each area is served to the fullest without sacrificing another.

4. Strong sense of morality
An inner compass that guides decision-making helps keep workplace discussions fair and equitable.

What are the authentic leadership characteristics?

Created by Bill George, the authentic leadership theory is often depicted as a circle with the title in the middle and an outer layer broken up into five categories of linked ideas. They are:

Purpose tied to passion

Behavior based on values

Connectedness in relationships

Consistency built on self-discipline

Compassion from the heart

Each element describes an observable characteristic the leader should have in order to come off as honest and morally good. Being honest and morally good is desirable in leadership because it translates to a leader who can make decisions transparently, with a solid amount of empathy and altruism.

What is not a characteristic of authentic leadership?

Having a bad attitude is not a characteristic of authentic leadership because being a great leader is similar to being a great role model. In fact, mindset plays a large role in the authentic leadership theory. Positive thinking, realistic optimism, and hope for an ideal outcome are learnable traits all authentic leaders should possess.

Also, reversing the hierarchy of relationships like servant leadership is not part of this theory. Servant leadership is all about prioritizing customer-facing or entry-level roles. Rather than the group supporting the leader, the leader supports the group.

Are there different authentic leadership styles?

Authentic leadership style looks different on everyone. Even though two leaders who practice the authentic leadership theory have the same values, when faced with the same scenario they may come to two different conclusions. Personality, culture, and experience also play a large role in who we are as people so it makes sense why there are so many different authentic leadership styles.

What are the benefits of authentic leadership?

The main benefits of authentic leadership are:

Increased job satisfaction among employees
When leaders make each employee feel seen and heard, they're likely to stick around longer.

Better workplace conditions
Who wouldn't want to work under someone who sets clear expectations, makes fair decisions, and creates opportunities for growth?

An emphasis on collaboration rather than individualism
It's often overlooked but connecting the work an individual does to the positive outcomes the entire group experiences helps people feel more fulfilled.

Increased levels of inspiration, creativity, and productivity
When employees are given a positive environment, they have more mental space to solve project challenges.

Higher performance ratings overall
A strong, authentic leader will be the backbone of their team. This key foundational element makes it easier for everyone else to succeed which means more progress in less time.

How to know if authentic leadership will work for you

The best way to know if authentic leadership will work for you is if you've ever found yourself wondering how you can make yourself, your work, or your team better. Although there are other tactics that are similar to authentic leadership theory, this methodology is a great starting point for any team in any industry. Case in point: Martin Luther King Jr.

Martin Luther King Jr. is often referred to as a shining example of authentic leadership. His grace, ethics, and inspiring rhetoric led one of the most powerful civil rights movements in American history. His actions displayed all of the qualities that make up an authentic leader and, in the end, brought millions of people from a variety of backgrounds together to create lasting change.

It's well known that Martin Luther King Jr. is often compared to Malcolm X. Their goals were similar but their respective styles were vastly different. The oversimplified version: One man wanted change through peaceful politics within an established system, another through direct action using the lens of his tragic personal experiences.

But they had one key characteristic in common: Both are known for their naturally authentic leadership styles. It's as if being a leader is who they were born to be. And it shows in their words, their actions, and the relationships they created with others.

Not everyone is born with these essential qualities like MLK Jr. and Malcolm X at the forefront of their personality. However, an aspiring leader can cultivate and become known for them over time within their own organizations. Even if you're not leading a civil rights movement, you can have a powerful influence on the success of your project and team through the actionable tactics outlined in authentic leadership theory.

What are the alternatives to the authentic leadership theory?

There are six main alternatives to the authentic leadership theory. Here are their definitions:

1. The great man theory: Leaders are born, not made. Those in charge choose leaders or they are voted on by groups.

2. The trait theory: True leadership is a series of innate or learned traits.

3. The behavioral theory: If someone behaves like a leader, they are one.

4. The transactional theory: Performance is rewarded with power so the best of every team becomes the leader.

5. The transformational theory: Being well-liked by those you lead equals success.

6. The situational theory: Leaders improvise strategies to fit every new situation.

Here are the similarities and differences these alternatives each have with authentic leadership theory:

Some authentic leaders have natural abilities and strengths while others earn them over time, but both are valid.

Authentic leadership prescribes to the same philosophy as trait theory but extends beyond checking a few boxes.

The idea of how a leader should behave is ambiguous and hard to measure. Being an authentic leader can sometimes involve counterintuitive or unpopular decisions.

Some people are great at doing the most important tasks but not so great at managing those who do them. Authentic leaders often take a holistic view of their team and plan accordingly.

Authentic leaders make decisions for the good of the group even if it makes them unpopular among the majority of members.

Although authentic leaders must be flexible, this theory posits a set of ideologies that guide decision-making but don't dictate it.

Build better, more honest relationships

Authentic leaders prove their worth through their dedication to others and the honesty they show in their relationships. As you build these skills over time, remember to implement tools such as project management software to build trust through transparency in every aspect of your work together.

Explore Wrike's two-week free trial and discover tools that help you communicate more efficiently, keep leadership involved without slowing progress, and commit to authenticity through action.

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How Does Authentic Leadership Theory Work? | Wrike

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According to the Harvard Business Review, authenticity has become the gold standard in leadership. And the good news is that virtually anyone can successfully fake it 'til they make it. If you're wondering how authentic leadership theory works, and how it stacks up against other methods, here are your answers.

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https://www.verywellmind.com/what-is-transformational-leadership-2795313

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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.canva.com/design/DAE8-gCCgss/T3EdbAeahuSTR0WxhWszpw/edit?utm_content=DAE8-gCCgss&utm_campaign=designshare&utm_medium=link2&utm_source=sharebutton

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Check out this presentation designed by amber.herrera11.

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Emotional Intelligence - Global Leadership Foundation

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The capability of people to perform the work or job that they do falls into three areas: Technical skills - which includes technical expertise e.g. accountancy skills. Intellectual capability - which is commonly known as IQ, or cognitive abilities. Emotional capability - often referred to as emotional intelligence or EI.

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What are the characteristics of a good leader? We’ve found that great leaders possess these 10 core leadership traits.

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