We talk about leaders and leadership just about any day in the business world, but have you ever tried to really define leadership? It can be much harder than you may believe, however, taking the opportunity to specify what makes a leader is crucial to building a cohesive culture and leadership and developing leaders.
Included in the research for my new book, “The Future Leader,” I interviewed over 140 CEOs around the globe and asked them each to specify direction. People needed to pause to believe because it is a phrase we use frequently without actually defining or struggled. We take the idea of direction and assume that we understand what a great leader resembles and what leadership is. After the CEOs found their definitions, the gamut ran. From over 140 individuals, I didn’t obtain a response.
A few CEOs defined leadership as having business acumen, such as setting a vision or achieving goals for a provider. Folks focused such as empathy, diversity, or softball. Every response was distinct, but they had been every correct. Every boss has their own personal definition of leadership, which influences how they lead and the company’s culture and management. The definition of direction can change as the leaders change. Which affects employees and overall culture, with leaders develop new approaches to leadership.
Who is a Leader?
Who is a leader? There have been innumerable people through history that directed individuals but were destructive. Does that make them leaders? In my mind, there is a leader someone who does more than just men and women. They have to be driven with the motivation that is right and produce a positive effect on the people around them.
A leader is someone who can see who participates individuals to proceed toward that better eyesight and how things could be improved. Leaders can work prior to making their vision placing people first. Just being able to motivate people is not enough — connect with individuals to become prosperous and leaders will need to be empathetic. Leaders don’t have to come from the same background or follow the path. Leaders will actually be more varied, which brings a variety of viewpoints. Of course people could disagree with my definition. The important issue is that organizations are combined with their definition of direction.
Creating Leadership Filters
With all these definitions of direction, each organization should have a clear definition of what it means to become a leader in their business and what leadership is. The definition could evolve over time, however, having even a fundamental definition is better than no definition.
A direction definition within the organization can keep everybody on the same page and prepare specific types of leaders for the future. Organizations also need to have leadership filters so the proper men and women end up in places to lead. That fuels the direction filters and helps guarantee, if the direction definition of an organization revolves around leaders acting as servants. An organization could filter for leaders who fulfill with their financial or business goals, which means.
One example of that comes in IBM, which created an intensive leadership program designed to attract, develop, and promote the applicants for leadership roles. IBM utilizes technology to identify the skills and mindsets required of leaders and then displays potential candidates for all those traits to make decisions. IBM’s leadership filters begin from the recruiting phase that leaders are hired and identified on.
Leadership filters ensure that the business has a consistent definition of direction and the men and women who represent the values and culture are promoted to leadership positions. A leader focused on earning more cash and increasing profits would not fare well in a business focused on developing leaders that are empathetic. Leadership filters help keep up a work environment that is cohesive and promote the proper people.
Few people can put it into words, although everyone knows what leadership is. Creating a cohesive definition within the organization is a crucial step for maintaining a leadership attention and unity and developing leaders.