Profiles Asia Pacific, Inc.

Leadership is stated as the “process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task” (http://en.wikipedia.org/wiki/Leadership).

Real leaders are effective when other people acknowledge them by listening seriously to their ideas, valuing and following their suggestions for action, and turning to them for advice.

To lead aren’t limited to times when one has the formal authority to do so. Leadership in each individual is inherent. We just need to develop and practice the art and science of it. When you demonstrate leadership even if you’re not the boss, you will not only contribute value to a project or enterprise but also fortify your leadership skills.

Being a leader even if you are not the boss involves five-step method according to Harvard negotiation specialist Roger Fisher and coauthor Alan Sharp in their book Lateral Leadership: Getting Things Done When You’re Not the Boss (2nd ed., Profile Books, 2004).

1. Establish goals

People accomplish the most when they have a clear set of objectives. It follows that any group’s first order of business is to write down exactly what it hopes to achieve. The person who asks the question “Can we start by clarifying our goals here?”–and who then assumes the lead in discussing and drafting those goals–is automatically taking a leadership role, whatever his or her position.

2. Think systematically

Observe your next meeting: people typically plunge right into the topic at hand and start arguing over what to do. Effective leaders, by contrast, learn to think systematically–that is, they gather and lay out the necessary data, analyze the causes of the situation, and propose actions based on this analysis. In a group, leaders help keep participants focused by asking appropriate questions. Do we have the information we need to analyze this situation? Can we focus on figuring out the causes of the problem we’re trying to solve?

3. Learn from experience–while it’s happening

Teams often plow ahead on a project, then conduct a review at the end to
figure out what they learned. But it’s more effective for teams (or individuals) to learn as they go along.

Anyone who prompts the group to engage in regular minireviews and learn from them is playing a de facto leadership role. Why is this ongoing process more effective than an after-action review? The events are fresh in everyone’s mind. And the team can use what they learn from each minireview to make needed adjustments to their work processes or their goals.

4. Engage others

A high-performing team engages the efforts of every member, and effective team leaders seek out the best fit possible between members’ interests and the tasks that need doing. Suggest writing down a list of chores and matching them up with individuals or subgroups. If no one wants a particular task, brainstorm ways to make that task more interesting or challenging. Help draw out the group’s quieter members so that everyone feels a part of the overall project.

5. Provide feedback

If you’re not the boss, what kind of feedback can you provide? One thing that’s always valued is simple appreciation–”I thought you did a great job in there.” Sometimes, too, you’ll be in a position to help people improve their performance through coaching. Effective coaches ask a lot of questions: “How did you feel you did on this part of the project?” They recognize that people may try hard and fail anyway: “What made it hard to accomplish your part of the task?” They offer thoughtful suggestions for improvement, being careful to explain the observation and reasoning that lie behind them.

Having an authority is not necessary to be a leader.

Good leaders are made not born. If you have efthe desire and willpower, you can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience (Jago, 1982)

A solid foundation of trust is necessary for an organization to be effective, especially in today’s work environment. To be sure, innovation cannot thrive in places where people are reluctant to share creative ideas in fear of criticism or lack of support. Without trust, change initiatives aimed at making the organization more responsive to market demands are bound to encounter resistance. Employees will simply pay lip service to teamwork and collaboration without making any real commitment to organizational goals. Undoubtedly, trust has never been more essential in the workplace; ironically, it has also never been more elusive. There is growing cynicism among today’s workers. Series of events led to the rampant downsizing of companies, which, in turn, damaged employees’ perceptions of and feelings towards their employers. The notion of job security became a thing of the past. The corrupt behaviors of political leaders, as well as respected professionals such as doctors and lawyers, only add to the rising level of distrust.

“Integrity means someone who walks their talk, who is together and honest and decent and trustworthy. People of and with integrity generate trust in their workplace and people who don’t have it destroy trust. Emotional, physical and spiritual well being is affected.”- Meera Atkinson

The Benefits of Integrity

So, what do we do? Well let’s start by determining what our core value is and what it ought to be to promote positive leadership in the workplace.

When you study great leaders, and you can probably list your favorites, you see one consistent character in each of them – integrity. Integrity is the stable force behind countless leadership role models. Great leaders model integrity by being honest and doing what is right no matter the circumstances. Integrity requires you to make the right choice, even when you may not receive personal gain from the outcome, and to put your own personal agenda aside for the greater good of the organization and the people.

Effective leaders know that people need a leader who has integrity. Without it, people are missing a vital ingredient in their ability to perform. Much like the foundation of a building, integrity is essential for lasting success and provides a work environment with three key qualities: stability, safety and reference.

1. Stability

People who see their boss as honest and having a strong commitment to doing the right thing are assured that they work in an environment of stability. They know that their boss’ integrity will not be shaken when tough decisions need to be made. Their boss will “stick up” for their employees and support them. They will treat people fairly and will be more willing to share information with their employee that is necessary for them to do their jobs. Conversely, a leader who is not upfront with people and hides behind their own deceit for their own self-protective purposes will create an environment of fear, uncertainty and an atmosphere of “everyone for themselves!” These sorts of leaders are more prone to play favorites or other political games and leave their team to figure out the rules of engagement – all distractions to performance and productivity.

2. Safety

Leaders with a strong foundation of integrity make it safe for their employees to perform at their peak. Leadership integrity gives people a sense of empowerment. A good leader knows that there is safety in providing people with the freedom to be open and honest. People know that there will not be retribution for their ideas and opinions. A good leader knows how to allow people this freedom while, at the same time, ensuring that it is done respectfully and appropriately. People that feel safe will perform better than people who do not feel safe. It is also the best ingredient for instilling an environment of innovation. How many times have we heard of an innovation that not only transformed a business, but the whole industry? Good leaders know that ensuring an environment of safety encourages innovation. And with innovation comes transformation.

3. Reference

Just like in a building, a leader’s integrity forms a baseline that serves as a reference or measure. A leader with a strong foundation of integrity is a guiding light to those around them. Employees tend to emulate what their boss does. In a high performing environment, leaders with integrity are the role models for others to see and follow and form the standards for how others ought to behave.[i]