Throughout history, during the darkest of times, societies have looked to leadership to light a pathway forward toward a better and brighter future.
Successful transformative leadership that moves people from darkness and despair to brightness and bliss is not a function of exercising power over others via hierarchy and authority. Instead, it is an intricate interplay of Aspiration, Motivation, and Perseverance that “AMPs” people up by increasing the sense of power among those led.
At the heart of transformative leadership lies the power of aspiration kindled by a shared sense of purpose and meaning across the organization, adherence to the core values the organization believes in, and a clearly articulated vision the organization collectively aims to achieve.
Having a clear answer to the purpose, values, and vision questions below creates an aspirational spark that galvanizes the collective will within an organization to embark upon the journey toward a brighter shared future:
- Purpose: Why does our organization uniquely exist?
- Values: What does our organization fundamentally care about?
- Vision: What do we collectively wish to become?
Maintaining Congruence
However, aspiration alone is insufficient to achieving brightness and bliss. Transformative leadership also requires sustained motivation and perseverance throughout the change journey.
The concept of the “Leadership Shadow,” originally developed by Goldman Sachs, is particularly relevant in this context. Many brightly illuminated aspirational change pathways have been thwarted by a lack of congruence in what leaders say, do, prioritize, and measure, casting a dark shadow—and much doubt—among those journeying toward a better future.
To maintain motivation and perseverance, leadership must be vigilant in maintaining congruence on four fronts:
1. What Leadership Says: Does leadership consistently repeat and emphasize the organization’s purpose, values, and vision in their written and spoken communication?
2. How Leadership Acts: Do leadership behaviors, decisions, and relationships consistently reinforce and uphold the values the organization believes in?
3. What Leadership Prioritizes: Do leadership routines, practices, and interactions convey their commitment to achieving the organization’s shared vision?
4. What Leadership Measures: Does leadership hold people accountable and reward and recognize them in accordance with the organization’s purpose, values, and vision? And does leadership openly seek feedback from the organization? Are they transparent in showing their vulnerabilities and areas for improvement and asking others to hold them accountable to grow and develop?
A Clear Line of Sight
Transformative leadership requires leadership to AMP up the organization to successfully navigate the change journey. There must be a clear line of sight from the beacon of aspiration lighting the pathway forward and congruence in leadership behavior to avoid casting a dark shadow over that pathway.
As a leader, are you ready to clearly embody the purpose, values, and vision for your organization? Are you ready to maintain congruence in what you say, do, prioritize, and measure to ensure your organization can find its way to a better and brighter shared future?
Let’s light the way!
