#372: Leadership and sustainable resources

What is it that you can do to develop a sustainable model of leadership

What happens when you're not there? 

As a leader, this is either a comforting or disturbing question. You feel comfortable if you have managed your resources well up to this point. However, relaxing when you aren't around is difficult if you have yet to develop a responsible team. 

Sustainable resources

In industry, we often discuss sustainable resources. Solar and wind-powered energy are great examples. I'm not here to debate the details about energy. We know the basic formula, which is to harvest what is available, and in theory, we never run out of energy. Thus, it is sustainable. 

It's easy to pinpoint those sustainable energy options, but what about leadership? Do we think of leadership the same way we think of energy? Energy is the capacity to do work, whereas leadership is the action of influencing a group to use that energy. If we are looking for sustainable energy sources, what will it matter if we can't sustain leadership abilities?

WWJD

One of the best ways to emphasize the theory about sustainable leadership models is through the WWJD bracelets and reminders we have seen over the years. When you are up against it and have a difficult decision, you have learned to ask yourself, "What would Jesus do?"  Regardless of your religious affiliation, you have to agree that is what a sustainable resource for good leadership could look like. How do you duplicate this and have your team ask what Mr. Jones would do?" Can your leadership legacy survive multiple generations? 

Legacy

When you hear the word legacy, what's the first thing that pops into your mind? It used to be what I left behind after my death. However, I have reframed this to think of legacy as a plural. There is more than one legacy we will leave. Every moment of the day, you have a chance to leave a legacy. When you are in a meeting and leave the room, you leave a legacy. When you are promoted to a new team, you've left a legacy with your current team. 

As leaders, we impact our team, both positively and negatively, at each of these moments in time. We want the good things we are doing to stick around beyond our time with them. How do we consciously do this? Developing this sustainable model requires building a framework on the principles discussed in this blog. What does that framework look like? Here are a couple of reminders. 

Vision and Values

• Define a Clear Vision: Establish a clear and compelling vision that aligns with the organization's long-term goals and sustainability principles.

• Core Values: Develop core values that emphasize sustainability, ethical behavior, and social responsibility and ensure these values are embedded in the organization's culture.

Empowerment and Engagement

• Empower Employees: Encourage decision-making at all levels and provide opportunities for professional development.

• Engagement: Foster an inclusive environment where employees feel valued and motivated. Regularly seek feedback and involve employees in the decision-making process.

Whatever you build requires consistency. Your team will learn by your example and ask themselves what they would do if they were here when you're not. If you have shown them, empowered them, and set the ground rules up properly, your legacy will have a long-lasting impact on the organization. 

You can leave whatever legacy you want at every moment. Your leadership becomes sustainable when you transfer the same qualities to your team members and others you influence. John Maxwell refers to this as adding value. Your leadership has become sustainable when you have mentored and coached your team well enough that they instinctively do what you would have done in that situation. 

Then, at that moment, you become comfortable when you aren't there. 

---

If you want to develop a sustainable leadership model, contact me for a 30-minute consultation.