The Joys of Leadership

Sep 27

Why did you become a people leader? Leadership, like any role, is difficult but there are tangible benefits to being a leader that are often left unarticulated in the sea of posts on the impact of poor managers. Though a real issue, this bias towards only pointing out the challenges, many emerging leaders are turning away from management or existing leaders are reconsidering their role. If you need to re-ignite your spark for leadership or are considering taking a leadership role, maybe this can serve as some inspiration.

Why do we need leaders?

Leaders help to create the conditions for growth and productivity.

Building a common vision, language, and direction.
Understanding how each specialist and individual can contribute to the goals.
Developing their skillset to encourage continuous learning.
Removing obstacles to speed progress.
Celebrating the wins to inspire and bond the group.

These are essential roles to set and maintain alignment to achieve a common goal. What I personally find inspiring is that it is possible to both develop your team and achieve business outcomes, creating a win/win where people and profitability can co-exist. These areas align with my proprietary model, Intentionally Balanced Leadership. To learn more about it, check out my website. IBL Framework — Promote Leaders (promote-leaders.com)

Misperceptions of leadership roles

As I interviewed and hired for various leadership positions throughout my career, I’ve heard some interesting answers to “why are you interested in leadership?”

“I want people to do what I say.” Authority
“I want a bigger title/more money.” Status
“I want job security.” Risk Aversion
“I’m smarter than my manager.” Arrogance
“I’ve been in my current role too long.” Boredom

Some people pursue leadership roles without fully grasping what they entail. While some are driven by personal ambition, others overlook the broader team's well-being. This perspective alone can potentially lead to a toxic work environment, affecting motivation and making recruitment and retention difficult. It's also a misconception to believe that a leadership title ensures loyalty, security, or superior pay. For example, I've witnessed individual sales contributors earn more than I did. If I were driven purely by money, management wouldn't have been the right choice. It's also worth noting that layoffs can touch all organizational levels. Leadership isn't just about outcomes or status; it significantly impacts career trajectories, earning potential, and even the mental health of team members.

There’s nothing wrong with having personal ambitions, but leadership has the potential to be this and some much more. If we broadened our idea of leadership, it would benefit our teams, organizations and even our own well-being.

Rewards of leadership

Nothing delights me more than seeing someone exceed their own expectations. Challenging and encouraging them to step outside of their comfort zone, be creative, and see new paths for themselves. Developing, promoting, or even helping them find roles outside the organization, brings me joy. Helping people fulfill their potential is a personal driver for me and that engagement has led to driven teams that have consistently exceeded expectations. There are many other reasons why having a seat at the table and being a leader can be rewarding. Here are just a few examples:

Driving innovation.
Mobilizing and connecting with others.
Learning new skills and working styles.
Improving performance and driving growth.
Improving processes and increasing efficiencies.
Setting and influencing corporate culture.
Identifying and developing talent.
Building a legacy.

Becoming a people leader was the most challenging role I’d ever taken on, but the rewards far exceeded the costs. I encourage you to stay connected to your why and continue to create environments where people and organizations can thrive.

Your ‘why’ is the foundation to your leadership style, how you show your authentic self, and build trust with your team. Keeping this as your touchstone will help you weather the toughest of days.

Why do you want to be a leader?
What impact are you hoping to make?
What do you hope to leave behind?

These are questions you should ask yourself early and often. It’s OK that your reasons may also change over time, part of why they need to be regularly revisited. Without this grounding, it is easy to feel like a cog in the machine or left simply executing what others want. These questions can help shift your perspective away from an unsupportive senior leader or a poor culture, to what’s in your control and how you can begin to spark change.

Remember that every organization wants and needs engaged leaders. Let’s make this role one that others want, can have a positive cultural impact, and find personally rewarding. The potential is there!

If you’re looking for your ‘why’, are a new leader finding your footing, someone who has lost that spark of excitement, or are stuck in a challenging situation, please contact me for a complimentary consultation. A link to my calendar is below.

https://calendly.com/promoteleaders/introduction