Have you ever thought about what makes you an influential leader? I’m always on the hunt for insights and clues to why one leader is able to connect with their team and colleagues while another leader has such a challenging time building relationships. How is one leader able to rally their troops to face an uncertain challenge while another leader is standing on the front lines all by themselves?
I became intrigued with some research from The Center For Creative Leadership that involved interviews with both middle managers and CEO’s. According to their surveys, there are four critical leadership traits: integrity, bravery, perspective and social intelligence. As I read through the study, I began to think about the influential leaders I have worked with and how they live up to these four attributes.
1. Integrity
“Leaders with integrity act with authenticity and honesty by speaking the truth, presenting themselves in a genuine way with sincerity, showing no pretense, and taking responsibility for their own feelings and actions (Peterson & Seligman, 2004).”
I met an extraordinary leader who had a great deal of integrity. She was a new President of a company who recognized there was a great deal of accountability missing from the workplace. She decided to ask her senior team why managers felt little responsibility in making sure deadlines were met and mistakes minimized. She began to hold town meetings for everyone to come and share their thoughts. She asked me to create an accountability workshop to address what accountability looked like and how to help each person feel ownership. She had integrity.
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2. Bravery
“Bravery is defined as acting with valor by not shrinking from threat, challenge, difficulty, nor pain; speaking up for what is right even when opposition exists; and acting upon conviction despite facing an unpopular environment (Peterson & Seligman, 2004).”
One of the bravest leaders I know is an RN who stepped up to facilitate an HIV support group. She became instrumental in helping these patients overcome the stigma of having HIV and empowered them to think about their futures. Each week she helped them face obstacles, personally and professionally, while keeping them focused on living with the horrible disease.
[Tweet “Being brave by facing pain or difficulty is an essential leadership trait.”]
3. Perspective
“It is important to pay attention and focus on the horizon of business opportunities and challenges.”
I worked with an HR director in a very competitive industry who constantly worried about hiring the right people. To keep up with trends and concerns, he would meet regularly with all levels of management, listening strategically to what type of candidates he should look for. He attended industry conferences and was always open to new possibilities. He consistently challenged the status quo.
4. Social Intelligence
“Social intelligence is the awareness of your and others’ motives and feelings (you have a sense of what makes you and others tick) and having the agility to adapt your behavior to what the situation dictates (Peterson & Seligman, 2004).”
I partnered with a manager who had a difficult time with her team understanding the implications of a global workplace. The differences in time and priorities were creating conflict on her team so she decided to delve deeper. What she learned was that some of her team felt inconvenienced in placing phone calls in the middle of the night. She decided she would be part of those calls so her team would see her dedication too. Her understanding went a far way.
Which of these four traits have you demonstrated in your leadership? Can you share some of your stories?
Terri – I applaud you for these inspiring words. I think about Bravery. There is almost an added dimension to this — it is believing that the goal defined by the team is achievable. The “We can do it” attitude despite roadblocks, bumps, set backs. And it doesn’t require Henry V’s Agincourt speech, the Knute Rockney speech, or anything along those lines. It requires a leader who says “We can do it” and knows the team can do it. It is Bravery along with some kind of confidence and knowing what buttons to push. Is this confidence & knowing what buttons to push a requirement? I am not sure but I know I admire leaders who help take me places I never imagined I could go. May we become one of those leaders!
I love your thoughts on bravery, David! Leading isn’t about big speeches or words but rather about a strong belief in our team’s abilities and the confidence in the goal line set. I too have met those same type of leaders in my career who believed I could achieve things that I never thought I would. In fact, my growth in leadership can be attributed to meeting the right mentors at each of my crossroads.
Thanks for your wonderful insights!
I agree with both of you. We need more brave leaders..bravery to build a bold vision, bravery to make tough choices, bravery to stand up for what’s right, and being brave enough to be vulnerable.
We absolutely need more brave leaders and I love your comment about “being brave enough to be vulnerable.” Letting our teams see all of our sides can empower a work space of trust and transparency. When leaders are able to be truthful about who they really are and what they honestly believe, greater results will surely emerge.
Thanks Karin!
Another great post Terri!
Integrity (honesty) cannot be overstated and yet it’s the ONE thing that is most lacking across the board.
A good friend of mine here locally who is going through something right now is heavy on my heart as I’m reading through your post. (can’t share details publicly)
And once again, it left me bewildered. How can people have trust in their company’s, the people they work with, or their leadership unless people have high levels of integrity and honesty?
Perhaps some people confuse being honest with perfection and that couldn’t be further from the truth. Being honesty is NOT about the need to be perfect. It’s about a willingness to be open and honest about things so all people involved can plan accordingly.
If someone runs a company, no, they can’t guarantee the business will exist forever, will not be taken over some day, that all jobs will be secure for each employee for an eternity. However, as new information comes in…as new decisions are made, these can be communicated promptly and honesty to people on the team.
There’s nothing worse than getting blind sided by things. Naturally, there are times where EVERYONE including the owners and leadership are blindsided by a turn of events. Yet otherwise? Good communications and high levels of trust with team mates make for less stress and a better way of life even if people have to be let go, or when changes happens like buy outs and take overs etc.
Good communication..honest and timely communication..builds trust and serves ALL.
I’m sorry to hear about your friend’s challenges and I empathize with having to deal with the uncertainty of a job.
I agree with your differentiation between honesty and perfection. What is truly needed is for leaders to help cultivate a transparent workplace where there is substantial information flow, including accurate facts. It takes a brave leader to step up and share the truth about what is happening, even if the news is not great. People can accept bad circumstances if they feel their leaders are being truthful. When I worked with hospital mergers, it was critical to be open with the employees about all the changes and why they were happening. Although job responsibilities and hours changed, rumors didn’t fly and people tried to remain open-minded.
Thanks Samantha for your great additions to the dialogue!
All four are spot on, Terri. It’s hard for me to pick just one but… and easy one for many leaders to work on with coaching is Social Intelligence.
I worked with a passionate leader who felt so strongly about the work he was willing to do anything to succeed. The problem was he didn’t know how to motivate his direct reports because he never took the time to talk to them about their experience or feelings. All he knew is that he needed and wanted the ship to turn around and everyone on his team should want the same thing. It got to the point where he literally yelled at a direct report who he perceived was not doing enough. Truthfully, not all action happens where you can see it. It was not only an eye opening experience but a moment that propelled this leader towards change with EI at the foundation.
Another excellent piece I look forward to sharing!
Thanks Alli for sharing your story as it does point to the importance of being aware of how other people on our team feel.
Leaders can sometimes get so caught up in their dream, that they forget to ask how others may want to contribute. When we collaborate on any project, I always find it helpful to hear the thoughts of others before adding my take as it allows for full disclosure and wonderful insights to flow.
I can visualize you coaching that leaders through their challenges in helping him understand his impact on others.
Thanks Alli!
Oh, I just loved this post, Terri!
As an aside, the “internal” definition of FBI was “Fidelity, Bravery and Integrity” and you hit two of those right off the bat!
I’m so happy you included social intelligence because our awareness of both our own emotions and feelings AS WELL AS those of others is becoming increasingly important!
It just makes sense to incorporate those elements into our leadership toolbox…but I think that, for me, integrity is still the most important trait for a leader. Maybe it’s because it’s all too rare…but when a leader speaks and acts with integrity, it creates trust. And once trust is created, the team will follow…
That’s fascinating about the internal definition of the FBI- makes total sense!
In the study I included, integrity did rank the most important for both middle managers and CEO’s as you point out as well. I agree that it is impossible to have a workplace with trust and transparency without leaders who possess a high level of integrity.
Thanks LaRae!
Terri – I love love love the defination of Bravery and the story about the HR Manager that was focused on understanding what was needed.
Great post!
I find that in my workshops I meet the amazing everyday extraordinary leaders who share powerful lessons.
Being brave can be very challenging and scary but critical for leadership success.
Thanks Chery!