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I know you are a Leader, but do you have an Identity?

I know you are a Leader, but do you have an Identity?

May 19, 2015 By Chip Valutis

It’s easy to declare, “I’m a leader.”

It’s much harder to transition from Leader-as-a-Label to Leader-as-an-Identity.

Too many simply add “Leader” to their LinkedIn profile, but don’t appreciate the work is just beginning!

Unfortunately, all too often efforts to refine and hone your identify as a Leader get buried. The demands of the day easily push this important, but not urgent task to the back burner. However, as your career evolves, the need to have a Leadership identity increases. You find your self doing less and leading more.

When was the last time you considered your leadership style as both a science and an art? Have you thought about your values and beliefs when leading your staff? Do you have a deliberate style or philosophy? Too many people neglect these reflective thoughts.

Every day I interview candidates who apply for leadership roles. I ask them questions like:

  • What is your leadership style?
  • Can you clearly articulate what it means to be a leader?
  • Do you have a process for mentoring or coaching?
  • How do you handle performance issues?
  • Explain to me how your leadership philosophy matches your personality?

Unfortunately, more often than not my questions elicit long, rambling responses without the focus I seek. I hear ‘motherhood and apple pie’ sound bites that would make Hallmark Cards proud, but don’t reflect real understanding by the person.

What about you? What would you answer if I interviewed you tomorrow? Do you have a clear, compelling perspective on your Leadership? Can you write a personal Leadership Manifesto?

I want to help. I want you well beyond bullshit ramblings of interviewees and firmly grounded in your beliefs and values. I want you to integrate management techniques and methods reflective of your identity into daily life. If interested –-

Do the Work:

  1. Think of 3 to 5 leaders (alive or dead) you greatly respect. These are men/women you consider exceptional leaders – they reflect your beliefs and values; you respect what they have done. Write these names on a piece of paper.
  2. Research the leaders selected. Learn what they did (or do), how they do it and what they stand for. I don’t need a major research report – give Google an hour of your time and see what you learn.
  3. Bullet the traits, characteristics, skills, values and attributes you most admire for each Leader on your list. Be as specific as possible. When finished, you have a list of leadership “building blocks” reflective of your ideal leaders.
  4. Integrate the various elements of your ideal leaders into one document. Utilize the components of a traditional “job description” to guide your efforts. Highlight your a) objective or purpose, b) primary responsibilities, c) critical knowledge skills and abilities of a Leader. When complete, it is a Leadership job description for you to pursue.
  5. Organize the job description into a Leadership Manifesto. This is a public declaration of your leadership identity. Shoot for about 100 words to succinctly capture what you stand for, believe in and do.
  6. Use your Leadership Manifesto as a reminder of what you stand for as a Leader. It is the foundation from which to build and integrate tactics, techniques and methods for bringing your leadership to life.

Follow these 6 steps to sharpen your leadership perspective and focus. Remember, this is a longer-term process. Keep track as you lead others; capture what works well and not so well.

Be deliberate as a Leader. Know what you stand for – know your style. Make an effort to hone your skill – refine your technique and improve. It is a continuous Journey. If you are going to be a leader – be a leader with an identity!

Know anyone who could benefit from these ideas – please share!

Filed Under: Insights, Leadership

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About Chip Valutis

About Chip

As a Psychologist working in industry, I have heard and seen it all.

I’ve worked with Fortune 500 Companies as well as smaller, entrepreneurial enterprises. I coach CEOs and first time leaders. I develop new leadership teams and/or help teams who have lost their effectiveness. I work at an organizational level addressing complex systemic challenges and at an individual level helping leaders learn to lead.

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