Leading with intent means being involved and responsible every step of the way so that you are consciously making POSITIVE contributions.
It means addressing the team as “We” instead of “You” and talking “with” the team instead of “to” the team.
I’ve noticed a real difference in organisations recently. I have worked in organisations where professional expertise is valued and I have witnessed great leadership in action. More and more, there has been a shift in the workforce lately and I have seen leaders completely dismiss their staff and their expertise, especially their middle leaders. I’m not sure when this shift happened but I am disappointed to see that instead of progressing and leading with intent, the fast-paced dynamics of our society combined with poor leadership training and hiring inexperienced employees is causing a real shitstorm within our organisations.
Organisations value good managers but needs great leaders. We rise through the ranks by being good at our jobs and because we’ve succeeded it can feel easier and natural on managing how work gets done rather than on inspiring, guiding and lifting our teams.
Great leaders manage people, plans and projects. They also deliberately create environments that motivate and inspire to achieve common goals and to have a common purpose.
Leading with Intention and Vision
Leadership requires continuous practice and making sure you are actually leading instead of managing. It requires you to understand real problems that need solving, caring about your employees and the other people/stakeholders you serve by fostering a shared culture and purpose.
It’s helpful to use the PAUSE to envision your larger purpose. What impact will this proposal have on the organisation and meeting organisational goals? Your team? How does it enrich and improve people’s lives and well-being? By understanding the fundamentals, you develop a vision that is both compelling and engaging for staff. For example, employees want to know how their talents contribute to this vision. Research shows that people who find their work meaningful are more productive and likely to stick with tasks/projects which are challenging. Nothing worse than walking into an organisation with self-serving, inexperienced leaders talking down to staff and scolding them continuously during briefings and meetings which I have witnessed on numerous occasions.
Clarifying Expectations and Cultivating Curiosity
Leaders who are unable to communicate and clarify expectations are not leading with good intentions. Aligning people isn’t just about directing people, it’s also giving them a voice in how things are done and nurturing a sense of belonging and contribution.
There is no leader on the face of this planet who has all the answers so great leaders ask a lot of questions. I am appalled by the amount of leaders who don’t invest in their own learning. Genuine curiosity involves listening, being fully present and truly valuing people’s inputs and perspectives. This curiosity can unearth fresh perspectives and innovative ideas/solutions. It can also uncover barriers, constraints and conflicting priorities.
The Power of Listening
Prioritising listening over speaking. Active listening requires paying attention to other people’s thoughts and perspectives and making them feel heard, seen and understood. This doesn’t mean you have to agree with everything they say but you invite people to contribute so that you can achieve more than what you could achieve alone.
Generosity and Assuming Good Intent
People thrive in cultures where there is trust and respect. When you assume good intent and extend kindness, patience and understanding especially when dealing with difficult people/situations, you create the conditions for a positive culture where different views and approaches are valued. This does not mean lowering standards and values but it does mean not to shift blame, taking accountability and being curious about why and where things went wrong or are not going as planned. In cultures like this, people are more forth coming and willing to take on challenges rather than ‘biting their tongues’, ‘keeping their head down’ and ‘choosing their battles”; all of which need to be used when dealing with egotistical, insecure, and in some cases, unethical leaders.
Having and Respecting Boundaries
Having boundaries and respecting others’ boundaries is the hallmark of a great leader. Trying to bust boundaries? Think again. Employees have rights and they will take action if needed. Setting, maintaining and respecting healthy boundaries increases the odds of retention and improves performance and let’s face it, turnover speaks volumes. No point wrapping it up with excuses of there being other “factors”. Retention is down to leadership and management. People don’t leave good jobs and financial security, willingly.
Actions Speak Louder Than Words
Words are just that, words. Lip Service.
Our behaviour sets the tone for our teams. We MUST model the behaviour we wish to see. If we value professionalism, we must model that. If we want the best candidates to apply and work with us, we must pay them what they’re worth and treat them with respect right from the beginning. If we want people to take risks, we must model vulnerability and grace in the face of failure and disappointment. If we want to be respected for our leadership, we must model what LEADERSHIP looks like. we MUST take the LEAD. There’s nothing worse than working for a leader(s) who doesn’t practice what they preach, in public and in private. If we’re diligent, humble, respectful and passionate about our work, our teams will likely follow suit.
Titles don’t make leaders; actions, interactions and relationships do. When you are a leader, you are focussing less on yourself and your own success and more on helping the teams you lead and enabling others to bring their best selves to work. staff surveys and being honest with yourself is a great way to check, reset and improve your leadership. If you don’t have that relationship with your staff for whatever reason, for the love of god, get external support! Your team will thank you for it instead of voting with their feet.
