The power of transferring influence ultimately hinges on a leader’s capacity to do three things very well. First, to become a leader worth following. Second, to build leaders worth following. And third, to lead liberating organizational culture. The activity intersecting all three of these touchstones is the power of human connection: the agency of team building.
Balancing the diverse qualities of team leadership is no small task, but we can all build capacity to navigate these challenging waters. You may say, “You don’t know my team.” True, yet frankly I would argue it shouldn’t matter. The health of your team may be nearing dysfunction with symptoms as vast as the paths that led to the downward march.
Fact: All individuals have the capacity to learn, grow, and develop. Quality leaders share this organizational mindset.
Hard Fact: If you are the leader, you are charged to set the tone and the table for this to occur.
Qualities of Healthy Organizations
Years of insight and regular observations of high impact leaders across the globe who we share the pleasure of partnership conclude that all healthy organization generally share these four qualities:
- A Cohesive Leadership Team – The leadership structure is clear at every level and each leader is secure in their personal self-awareness, emotional intelligence, roles of authority/responsibility and commitment to the organizational mission and vision.
- Alignment of IQ – The skills and knowledge of each department and organizational sectors are clearly marked and honed to mastery.
- Organizational Clarity – The leadership team accurately conveys organizational values, vision, and key strategic initiatives and to a larger degree, lives them.
- Systems and Structures of Support – The organizational strategies and operational plan may not be as splashy in terms of graphic illustration or attraction, but fundamentally important to sustaining and reinforcing the organizational direction.
Next Steps for Your Team
Call It Out – On a scale of 1-10 (ten serving as ideal) where would you place the current health of your organization?
Own It – If your index was less that 7, who should be responsible for a course correct? Who is?
Respond – Of the above stated qualities of healthy organizations, where would you find the most needed point of support or entry?
Execute – What strategy will you not just intend to do, but share with a trusted colleague after initiating? When will this be accomplished?
“Most organizations have plenty of knowledge to succeed – they just don’t tap into it.” – Pat Lencioni