What’s Your Aspirational Leadership Self?
Every year I work with hundreds of individuals in my Manager Development Program(s), and one of the key activities is defining their Leadership Charter.
The Charter embodies their aspirational leadership self and is developed through a series of exercises looking back at great leadership influences in their lives/careers and forward at the impact they want to have on others. One of the exercises involves asking what they expect from their leaders. The answers are worth reflecting on and acting on as you strive to grow your leadership effectiveness. (If you want my document on creating your Leadership Charter, drop me a note, and I will send it along.)
What They Expect from You as a Leader—Their Words
I want my leaders to push me to be at my best.
I need feedback that helps me learn.
When I engage with my senior leaders, I want them to be in the moment and to consider my ideas and questions.
I crave opportunities over advancement. I want a leader who respects this view and supports me in uncovering new opportunities and experiences.
I want a leader who considers the whole me—mind and heart.
I need a leader who I can trust. First, they must show they trust me.
My best leader inspired all of us to be fearless in the face of problems. Her confidence, trust, and empowerment created an almost magical environment we all loved and where each of us gave our best. I want that from every leader!
I want transparency from my leader. The corporate b.s. mumbo jumbo I hear all of the time is disingenuous, disrespectful, and demotivating.
Listen and Learn
It’s hard to translate the energy of those words from cohort members into writing. Your people want you to be in the moment and focused on them, their performance, and their growth. They aren’t looking for empty praise—at least the individuals in my programs aren’t—they’re looking for respect, trust, authenticity, attention, empowerment, and your support for their ideal form of career development.
The Bottom Line for Now:
Every year, a ridiculous number of books are written on leadership, and we consume them in volume, hoping to find the secret to leadership success. It’s not that hard, and it’s not a secret. Start strengthening your leadership performance by doing something radical and asking your team members what they need from you. If you don’t hear some of the above or if you get non-committal answers, dial up the respect and trust; let them know you need their help to get better and keep asking what they need.
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If you or your team members are focused on leveling up learning, growth, and performance, join me and a cohort in an upcoming session of either the Manager Development Program (for newer managers) or The Experienced Manager Program.