1. Leadership and Character

character-depression-lange-womanStrength of character, as the blog title implies, is one of the most important attributes of a leader.  As I stated earlier, effective leaders must have credibility, the trust and confidence of others.  Key to this is a strong sense of integrity.  Integrity is built on honesty and the consistent, steadfast adherence to established principles and standards.  Strong leadership is dependent upon character, and character is certainly measured, if not defined, by integrity.

Perhaps the greatest risk to the integrity of a leader is temptation.  In the eyes of employees, team members, students, constituents, and even family members, leaders are held to a higher ethical standard.  Leaders are expected to conduct themselves in a manner that is measured and fair and beyond reproach.  Of course, the reality is that leaders are fallible humans, subject to the same temptations, distractions, and vices as everyone else.  But the perception and expectation that leaders will act in the best interest of others persists nonetheless.  For this reason, a strong sense of personal self discipline is critical.  Self discipline ensures we act and make decisions based on principle rather than emotion or personal desire.  This is one area where our political leaders and our political system tend to fail us.

Isn’t it ironic that the entire political establishment of our country spends so much time and effort working to sustain its competition for power?  If democrats and republicans spent as much time working together for the good of the country as they do working to keep their respective parties in power, imagine what could be accomplished.  And this holds true not only at the party level, but even more egregiously at the individual level.  We are bombarded on virtually a daily basis with headlines that expose fraud, corruption, and abuse of power on some level.  It would be bad enough if these transgressions were conducted for the benefit of a given state or locale, but they invariably serve the interests of the indicted individual and his or her cronies.  Political posturing at the party level is no better.  Legislative actions are routinely road blocked for no other reason than they’re being championed by someone on the other side of the isle.  Worse, many bills are bought and paid for by private interest groups.  You can call me naive all you want.  It’s all about one hand greasing the other.  It’s all about maintaining power, maintaining control.  Serving the country is not always first on the agenda.

Unfortunately, although manifested differently, these same character flaws are often revealed in business as well, where organizational integrity takes a back seat to revenue and profits.  Company executives line their pockets at the expense of investors and employees, executive pay is outrageously out of scale with performance, perks extravagant and fiscally irresponsible.  Accounting fraud, consumer deception, defective and dangerous products – all commonplace and all profitable.  Even within the day to day operation of the business, the politics of power and influence drive many of the decisions that are made, policies that are introduced, even promotions that take place.  It’s quite a chess game, the posturing and positioning, and always with the underlying design to sustain or grow someone’s position of power and influence.

Now, I admit that I’m painting a dire and pessimistic picture.  Certainly not all leaders are like this, in politics or business.  But the fact is that what I’ve described takes place every day in our world – not just in “the” world, but in “our” world.  The lack of integrity we experience in our leaders is extremely destructive to our faith in their ability to effectively lead.  Whether a boss, an elected official, or an entire company or industry, their character is called into question every day, either headlined on the nightly news for all the world to see, or quietly whispered between co-workers around the water fountain.  Unfortunately, the effect of it all is a greatly diminished sense of trust in our leaders at every level of society.  And without our trust, how long will we continue to follow their lead?  After all, trust is a product of character and integrity, and part of the foundation on which effective leadership is built.

If character is built upon a foundation of integrity, discipline, and trust, it’s then framed with resilience and covered in unwavering conviction and confidence.  While having many weaknesses and limitations, leaders must be strong and undaunted.  However, do not confuse voice of confidence with voice of arrogance.  Ego, pride, and an inflated sense of self-importance all breed arrogance.  How many times have we answered a daughter or son’s “Why?” with, “Because I said so!”  As a parent I can personally relate to that, but it is a great example of a response based on title/position instead of conviction.  If a decision is based on objective criteria, would not a better response be a confident explanation designed to educate and foster trust?  Strong leaders do not communicate from a perspective of position or title.  They don’t have to.  Quite the contrary, their voice of authority comes from the strength of conviction of right and wrong, not strength of ego.  It’s a subtle distinction, but one that is extraordinarily important.

Finally, strength of character cannot be complete without sensitivity to the needs of others.  Empathy is essential to compassion, sensitivity, and understanding.  Leaders must be willing to give people room to fail as well as succeed. Everyone needs encouragement and reinforcement when they struggle.  That’s why we coach.  Those strong of character do not delight in the failure of others, they are burdened by it.  However, the real distinction is that they feel compelled to help.

Next Post:  Leadership and Discipline

Qualities of a Superior Leader

A colleague and I were discussing leadership qualities earlier today and she asked why some “good” people don’t make good leaders.  If they have good character, why are they unable to “influence” others?  The short and simple answer is that good intentions and strength of character alone do not guarantee success as a leader.  While strength of character is important, indeed essential, there are several other attributes and qualities that are also necessary. Ironically, people don’t have to be “good” at all for others to follow them.  The power of influence is as often wielded by those with nefarious intentions, or more specifically, intentions that are primarily self serving.  That’s why it’s so important to understand that leaders emerge independent of titles and positions of authority.  If only they would use their powers for good instead of evil!

Key to any leader’s success is credibility.  Credibility must first be established in order to earn the trust and respect of others.  So, how do we establish credibility?  “Walking the talk,” “leading by example,” “being hands on,” “open honest communication” – I’ve heard these solutions in virtually every leadership seminar I’ve ever attended.  But what do they really mean?  These are all valid methods for establishing and maintaining credibility as a leader, but still do not speak to the deeper innate qualities that almost mysteriously manifest as superior leadership in some, while somehow leaving others impotent and ineffective.

Over the years, I’ve read countless books, spent hours upon hours in classes and programs, and dedicated the better part of my professional career searching for the meaning of superior leadership and the qualities that will make me most effective, in my role at work and also in my everyday life.  My desire is to not merely be a better manager, but also a better husband and father, a better friend and a better person.  I freely and openly acknowledge that I have been heavily influenced by numerous teachers, colleagues, subordinates and superiors.  After all, we’re all products of our environment and experiences.  I’ve filed away bits and pieces of principles from numerous scholars and authors from John MacArthur to Peter Senge, and added them all to the wealth of lessons I’ve learned first hand through practical experience.  And all of it I’ve slowly shaped into my own personal leadership model.  It will always be a work in progress, for the more I learn, the more I realize I don’t know, and so the model is constantly evolving through an endless pursuit of illusive perfection.

In my model, the qualities of a superior leader can be broken down into 5 essential attributes:

  1. Character
  2. Discipline
  3. Humility
  4. Courage
  5. Vision

These attributes represent the broadest measure of a leader’s effectiveness and success.  I view them sort of like chapter titles in a book.  To get a complete picture of what superior leadership looks like, you have to keep reading.

Over the next several posts, I will explore in detail the individual qualities these attributes represent and hopefully provide a meaningful context for application.

The Meaning of Leadership

There are numerous perceptions that people hold regarding the meaning of leadership.  In one very understated and cliché sense, we’re taught that projects are managed while people are led.  While this is true, it is unfortunately too often the sole basis on which corporate training programs are structured.

Even well developed management training programs that do a good job of defining and describing the attributes of effective leadership can be brilliantly illustrative in terms of content while failing to establish the appropriate context, i.e., the complexion, qualities, and virtues that superior leaders tend to share and the manner in which these traits are revealed.  In fact, most of the training I’ve received in business and as a manager has focused on the mechanics of the job – employee performance development and management, coaching, team development, training, etc., etc.   While the few true leadership components have done an admirable job of listing the performance actions and attributes that make managers successful, none have addressed the personal qualities and characteristics that make certain individuals exceptional leaders.

What is “Leadership” anyway?  Wikipedia defines leadership as “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members.”  Reducing this to its core, leadership is influence.  Therefore, it stands to reason that influence becomes the true test of a person’s leadership.

Ironically, the ability to influence others, either in an organization or in the political arena, ultimately doesn’t depend on an individual’s title or position of authority.  Far too often, those in positions of “authority” confuse their ability to inflict their will on others (where authorized by their position or title) as a “right” of leadership.  This is frequently the case with new managers and those whose motivation for leadership is primarily based on a desire for authority in the form of personal control and power.  Such relationships may command respect in a superficial sense, but are void of trust and respect.  They are based solely on fear rather than empowerment and personal ownership, and offer no provision for alignment of ideas or ideals.

In this self-centric mindset, the emphasis on success is internal.  The success of both subordinate individuals and the team is viewed by the manager as being dependent upon his or her personal success.  These managers tend to believe that in order to validate their own value to the organization they must make themselves essential to the success of the team.  I see this in teams that are largely dysfunctional when the leader is absent.  Decisions cannot be made without the manager’s consent.  Personal ownership and accountability has been stifled.  There is little or no basis of trust in the competence and discretion of the team members.  This type of manager hordes power, controls rather than leads, and lacks the self confidence to allow subordinates or the entire team to excel in his absence.  They make the success of their team completely dependent upon their presence and participation.

I suggest that just the opposite is true of superior leaders – that the true measure of success for a leader is not how necessary he is to the team, but in fact how unnecessary he is.   This might sound radical and counter-intuitive, so let me explain.  Simply put, if a leader has truly done his job, the people who work for him should be able to function autonomously for an extended period of time without the necessity of his direct supervision.  They should all be aligned both individually and collectively with the organizational vision and goals.  They should each have a strong sense of personal ownership and accountability, both to their leader and to each other.  They should exhibit integrity and self-discipline.  They should be enthusiastic and self-motivated.  And finally, they should have a balanced sense of selflessness (teamwork) and drive for personal achievement.  This is the very essence of a high performing team, and the best managers and strongest leaders, in effect, actually make themselves less and less relevant as their teams become more and more self-sufficient.

The ability to influence others is a powerful and awesome responsibility.  Effective, superior leadership, under which individual and team performance is developed and cultivated to its highest potential, requires uncommon, illusive, and perhaps innate personal qualities.

Next Post:  The Qualities of a Superior Leader

Where are our leaders and why do they fail us?

What is it about this culture that we live in?  Just consider for a moment the TV shows we watch, the games we play, the behaviors and values we espouse and celebrate. Our entire society champions greed, rudeness, backstabbing, dishonesty, and entitlement – every self serving, “me” centered behavior you can think of. We view fair play and integrity as boring symbols of weakness.  Even morality is continually redefined and adapted according to whatever purpose or agenda we deem convenient and least offensive to the masses.

Is it any wonder?  Think about it.  Who are our role models, our leaders?  I read once that humans are the only creatures in nature who will willingly follow a poor leader.  Perhaps that’s because we tend to focus on the wrong attributes when accepting leaders.  We value credentials more than we do values; promises and speeches are confused with true strength of character and integrity.

Unfortunately, we live in a world where our role models and leaders repeatedly and consistently fail us and themselves.  Our daily news is filled with scandal and disgrace of people in leadership positions at every conceivable level.  Our political system is overflowing with leaders whose actions are driven not by a desire to help constituents or, heaven forbid, leave the world better than they found it, but by the darker personal ambitions born of narcissism, greed, revenge, sexual perversion, and the good old fashioned pursuit of power.  Personal agendas are self-focused, and party agendas are party focused.

As an ideological conservative, I believe in and support many of the values and positions of the Republican Party platform.  But let me be very, very clear here.  This blog is in no way intended to be a political statement.  Quite the contrary, I find myself disgusted with both the Republican and Democratic leadership in our country.  Both parties have been rocked with shameful scandal after scandal after scandal.  The lack of character and integrity, and indeed, even good judgment, is astounding to me.  No, my focus here is on the concept of strong and effective leadership, the application of which is equally relevant to both liberals and conservatives, and anyone else in a position to influence others.

So, where are our leaders?  What happened to the concept of character, where integrity takes priority over personal desires?  Of course there are exceptions, but generally speaking, leadership in our world through the gradual, cultural debasement of character, morality, and personal accountability, has largely lost its way.

Next Post – The Meaning of Leadership


This is the inaugural post to The Character of Leadership, a blog inspired by the startling and profoundly disturbing lack of effective conservative leadership in our country today.  Drawing on over two decades of personal experience leading people and high performing teams in the business world, I will tackle aspects of leadership that apply to both our political and business cultures, with practical application to home and family as well.