An inspiring article that describes five dimensions that makes leaders effective by being the change they aspire to inflect. Of these five dimensions, "having a meaning" is the strongest and most significant dimension.
I personally agree of that and add to it another favorite of mine - "positive framing". In many cases I have witnessed how sharing ideas between colleagues, tellings stories and painting the picture of our future have been effective in setting a positive mood and inspiring to move and act accordingly. Last point, tell stories. Nothing more engaging than sharing real-life experiences.
How centered leaders achieve extraordinary results
ive capabilities are at the heart of centered leadership: finding meaning in work, converting emotions such as fear or stress into opportunity, leveraging connections and community, acting in the face of risk, and sustaining the energy that is the life force of change.
Meaning
Whatever the source of meaning (and it can differ dramatically from one person to another), centered leaders often talk about how their purpose appeals to something greater than themselves and the importance of conveying their passion to others
Positive framing
Once we have mastered reframing, we can help others learn this skill, seeding the conditions that result in a safe environment where all employees are inspired to give their best
Connecting
With communications traveling at warp speed, simple hierarchical cascades—from the CEO down until the chain breaks—are becoming less and less effective for leaders.
While this environment can be challenging, it also allows more people to contribute, generating not only wisdom and a wealth of ideas but also immeasurable commitment.
Engaging
eaders who are good at acknowledging and countering these emotions can help their people summon the courage to act and thus unleash tremendous potential.
Managing energy
eaders will find it hard to sustain energy and commitment within the organization unless they systemically restore their own energy (physical, mental, emotional, and spiritual), as well as create the conditions and serve as role models for others to do the same. Our research suggests sustaining and restoring energy is something leaders often skimp on.
Centered leadership is a journey, not a destination, and it starts with a highly personal decision. We’ll leave you with the words of one executive who recently chose to embark on this path: “Our senior team is always talking about changing the organization, changing the mind-sets and behavior of everyone. Now I see that transformation is not about that. It starts with me and my willingness and ability to transform myself. Only then will others transform.”
Read more at www.mckinseyquarterly.com
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