The Shift in Leadership: It’s About Who They Are Being, Not Just What They Are Doing
Carolyn Mozell is the founder and CEO of Leaders Who Connect and Inspire LLC and knows firsthand how transformative it can be when leaders and employees treat each other with mutual respect, kindness, and a genuine desire to see each other succeed. Carolyn served in some of the highest levels of local government leadership for over 25 years. Rising from executive assistant to deputy chief, she also knows that leadership is a privilege. Now, Carolyn leverages her direct experience advising elected officials, cabinet level leaders and activating diverse high performing teams to help leaders in business, nonprofit organizations and government agencies do the same.
The dynamics of leadership have indeed undergone a profound transformation. Gone are the days when leadership was solely defined by actions and accomplishments. Instead, the focus has shifted towards the essence of leadership – – what leaders embody, the values they uphold, and the impact they have on others. In fact, according to a Gartner survey, ninety percent of HR leaders believe that in order to thrive in the modern workplace, leaders need to prioritize the human elements of leadership. Yet only 29 percent of the employees surveyed conveyed that their leader is a human leader. It’s no longer about what our leaders are doing; it’s about who they are being.
This article explores five key areas of this paradigm shift, why they are essential in today’s leadership landscape, and provides reflective questions for leaders to enhance their self-awareness of who they are being.
Beyond Actions: The Essence of Leadership
Traditionally, leadership has been often measured by tangible outcomes, such as revenue growth or project completion. While these metrics remain important, they only scratch the surface of true leadership. Today, the emphasis is on the character, integrity, and authenticity of leaders – – their “being” rather than just their “doing.”
Here are some key areas to consider for leaders aspiring to embody an essence of leadership that transcends mere transactional success, nurturing instead a culture rooted in trust, collaboration, and the pursuit of lasting impact.
Authenticity and Trust
Authenticity lies at the heart of effective leadership. Authentic leaders are genuine, transparent, and true to themselves and others. They inspire trust and foster genuine connections with their teams and stakeholders. For example, consider a CEO who openly acknowledges mistakes, seeks feedback, and demonstrates vulnerability. Such authenticity builds trust and cultivates a culture of openness and collaboration within the organization.
Reflective Questions: Am I Leading with Authenticity?
Do I stay true to my values, even in challenging situations?
Am I transparent and genuine in my interactions with others?
How do I demonstrate authenticity in my leadership style and decisions?
Empathy and Compassion
In today’s interconnected world, empathy and compassion have emerged as essential leadership qualities. Leaders who empathize with their team members understand their needs, concerns, and aspirations. They create a supportive environment where individuals feel valued and understood. For instance, a manager who takes the time to listen actively to their employees’ challenges and provides genuine support demonstrates compassionate leadership.
Reflective Questions: Am I Cultivating Empathy and Connection?
Do I actively listen to understand the perspectives of others?
How do I demonstrate empathy and compassion towards my team members?
In what ways do I foster a sense of connection and belonging within my team or organization?
Traditionally, leadership has been often measured by tangible outcomes, such as revenue growth or project completion.
Purpose and Vision
Leaders who embody a compelling vision and a sense of purpose inspire others into action. They articulate a clear direction, instill a shared sense of purpose, and empower individuals to contribute meaningfully towards a common goal. Take, for instance, a visionary leader who rallies their team around a bold mission, inspiring them to surpass limitations and achieve extraordinary results.
Reflective Questions: Am I Aligned with a Compelling Vision and Purpose?
What is the driving force behind my leadership journey?
How effectively do I communicate our organization’s vision and purpose to inspire others?
Am I personally aligned with the vision and values I articulate to my team?
Inclusivity and Diversity
Inclusive leaders embrace diversity of thought, background, and perspective. They create an environment where every voice is heard, respected, and valued. By fostering inclusivity, they unlock the full potential of their teams, driving innovation and creativity. Consider a leader who actively promotes diversity initiatives, champions underrepresented voices, and cultivates a culture of belonging and inclusion.
Reflective Questions: Am I Championing Inclusivity and Diversity?
Do I actively seek out diverse perspectives and voices in decision-making?
How do I promote inclusivity and equity within my team or organization?
What steps am I taking to create an environment where everyone feels valued and respected?
Continuous Growth and Learning
Leadership is not a destination but a journey of continuous growth and learning. Leaders who prioritize personal and professional development set an example for their teams and foster a culture of growth mindset. They embrace challenges, seek feedback, and adapt to changing circumstances. A leader who invests in their own growth inspires others to do the same, creating a culture of excellence and resilience.
Reflective Questions: Am I Committed to Continuous Growth and Learning?
How do I embrace feedback as a tool for personal and professional development?
What new skills or knowledge am I actively seeking to enhance my leadership effectiveness?
In what ways do I model a growth mindset and a willingness to learn from both successes and setbacks?
The evolution of leadership in the modern workplace extends beyond the mere execution of tasks and the achievement of accomplishments. It now emphasizes the essence of leadership – – the very fabric of who leaders are being in their roles. By prioritizing the essence of leadership – – how leaders show up, relate to others, and inspire change – – organizations can cultivate a culture of trust, collaboration, and innovation that propels them towards sustainable success.
In the end, it’s not just about what our leaders are doing; it’s about who they are being that truly defines their impact and legacy.
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