There are managers, and then there are leaders. Even though we often use those terms interchangeably, they aren’t quite the same thing. (More on that topic in this article: When Leaders Aren’t Managers.) Organizations require both solid managers and leaders to be successful. However, organizations thrive with inspirational leaders in their ranks.
Let’s get something out of the way first – leadership is not about your job title or where you sit on the org chart. Even though we often use “leadership” as a descriptor for high-ranking roles, being a leader happens up and down the chain of command, and sometimes even outside the bounds of official management titles.
That team member without any direct management responsibilities may be the most effective leader in your department. That’s not a knock against your team manager; she may be a stellar manager. It is acknowledging that leadership is more than a title. Leadership is about influence and the ability to inspire others. Leaders bring out the best in themselves and those they work with.
Inspirational leaders motivate others. They are a positive influence. They motivate their teams towards success. They encourage. They mentor and raise up others. They foster open collaboration where appropriate. They encourage innovation and welcome questions. They are steadfast. Their influence isn’t linked to motivating forward movements on a specific task or project; this is who they are. It’s how they engage with those around them on a day-to-day basis.
Inspirational leaders have clarity of purpose, and they help others recognize that purpose. They look not just at where the organization is today, but where it can be down the road. They don’t just set goals, they recognize core organizational values and work to ensure goals and outcomes are aligned with those values.
Inspirational leaders engage with their teams. They receive feedback. They are open to input and new ideas. They welcome questions. They see the value in workers that care enough about the work they do that they want to do more than just go through the motions of doing their tasks on auto-pilot. It doesn’t mean that every proposed idea and bit of feedback must be adopted. It does mean making space to receive that communication and to consider it with an open mind.
Whether or not you’ve watched an episode of the Apple TV series “Severance,” you have likely heard rumblings about it. At its over-simplified core, the program considers what it looks like to have a completely walled-off separation between your personal life and your work life. Outside of the confines of science fiction, however, the truth is that the line between our personal and professional lives is a lot blurrier than even real work-life balance rhetoric wants us to believe.
Inspirational leaders recognize their team (and their team’s performance) is influenced by what happens outside working hours as much as it is by things that happen during the work day. They listen to others. They practice empathy. Their teams feel heard, understood, and respected, because inspiring leaders also embrace their own humanity. They are honest about their personal strengths and weaknesses. They recognize the way their personal and professional experiences influence their moods, their productivity, and mindset.
Sometimes you don’t reach your goals. Sometimes your team is going to fail or experience a setback. How they recover will be influenced by your leadership. Inspirational leaders are resilient. They look for the lessons that can be learned and then make the adjustments needed. They recognize the difference between accountability and blame. They look for growth opportunities. They identify skills and concepts that need to be strengthened within their team. They assess goals and determine whether this remains the proper path forward. And then they make a plan to move forward with purpose and focus.
Jack Welch, the former CEO of General Electric, is quoted as saying, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” It’s a sentiment echoed by other notable figures in business, politics, and sports.
Inspirational leaders look to cultivate growth in others. They push their teams out of their comfort zone. They see the potential in their teams and encourage them to stretch into those spaces. They equip them with the tools they need to grow, whether that be opportunities to study new skills, try something different, or just give them permission to attempt something that might not be successful with. They make it safe to ask questions and encourage experiments. They delegate and they don’t micromanage once they hand the reins over.
(908) 345-0382