trust

Hiring Our Leaders – What Matters Most

/ Dave Eberwein / Leave a comment

I’ve seen commentary that people who are wealthy must be great leaders. That is typically not my ‘go to’ as I’ve seen some wealthy people who aren’t the most honourable. Having lots of money doesn’t automatically translate into exceptional leadership. Instead, I look for leaders with exceptional personal values — things like compassion, transparency, consistency and honesty. This being said, there are people in this world who are both wealthy and of high moral character.

Warren Buffett is one of those people.

When he speaks and writes about his values, they transcend the boundaries of finance. The following is a great example:

When one talks about integrity, especially when hiring for leadership positions, it can sometimes be an afterthought for some organizations — and that is a huge mistake.

Integrity in our leaders is what builds trust, and trust is the cornerstone upon which successful organizations thrive. Integrity, intelligence and energy are a forceful combination that can help drive organizational success. However, without integrity, a leader who has both intelligence and energy can be dangerous and even destructive.

Leaders need to possess a strong ethical compass to ensure that their decisions and actions are guided by principles that foster respect and belief in their values.

I have talked about this importance of integrity before, when I discussed the critical importance of CHARACTER (Leadership, Character and Congruence – Oct 2023). Integrity and character are intertwined — they both represent that same intangible, and critical quality that helps build long-term organizational success.

The other two traits that Buffet discusses — intelligence and energy — are undoubtedly valuable in a leader. Intelligence allows for strategic thinking and problem-solving, while energy drives motivation and productivity. However, without integrity, these other two qualities lead to manipulation and dishonesty. A leader who lacks integrity often uses their intelligence to deceive and their high energy levels to pursue selfish goals, ultimately harming the organization and its people.

Buffett reminds us that leadership is not merely about achieving results, but about how those results are achieved. Leaders with integrity create an environment where employees feel valued and respected, leading to higher morale and productivity, and it fosters a culture of transparency and accountability essential for long-term success.

This creates a ripple effect, encouraging employees to act with their own honesty and responsibility.

Effective Leaders lead with Integrity

In today’s fast-paced environment, the temptation to prioritize short-term wins over long-term values can be tempting, yet disastrous. Organizations must look at future leaders beyond their resumes and job qualifications, to assess their character and values. This involves evaluating their past behavior, decision-making processes, and their commitment to ethical principles.

  • Do they resolve situations by holding true to the values they espouse?
  • Are they a person who handles difficulties with grace, dignity and accountability?
  • Are they honourable when no one is looking?

Leadership in education is about the long game. You build productive change by living true to one’s values. Your personal and consistent commitment to them is the game changer for positive results. Leaders who uphold this principle are better equipped to make decisions that benefit their organizations in the long run, even if it means sacrificing immediate rewards.

Furthermore, integrity in leadership is not just about avoiding unethical behavior; it is about actively promoting ethical practices. Leaders with integrity lead by example, demonstrating the importance of honesty, fairness, and respect in all aspects of their work.

So, while intelligence and energy are critically important, they must be grounded in a strong ethical foundation to be truly effective. When hiring leaders ensure that integrity comes first, second and third. Only then, will the leader’s intelligence and energy push your organization to greater heights.

(NOTE: This post was created with the assistance of AI on the Warren Buffet quote, however, there was significant input in the final product from the author’s own beliefs and content.)

Political and Social Changes: Leading in Unpredictable Times

/ Dave Eberwein / 2 Comments

If you had asked me even 2 years ago if the world’s political and social climate would have been this unpredictable, I’m confident my answer would not be the same as it is today. From our recent BC provincial election, to the recent change in the American presidency, and a possible significant change at the Canadian federal level as well, our political and social realities are undergoing massive upheavals.

There is a bubbling social undercurrent where voices of intolerance, accusation, and finger pointing are becoming more noticeable.

Building an Effective Team Should be Critical for Every Leader

How do educational leaders continue their important, collaborative work of building an inclusive, welcoming and engaging environment during this time of uncertainty?

Authenticity … the substance of effective leadership.

Being authentic is a critical component of creating an environment where everyone feels important — where trust flourishes and people grow. Leaders need to focus on their authenticity more than ever at this critical time of change.

But what exactly makes authenticity so vital in leadership, and what must leaders do to achieve it?

Authentic leadership is rooted in self-awareness, transparency, and a strong ethical foundation. Leaders who are authentic stay true to their values and communicate openly with their teams. This transparency builds the trust which is critical for employees to feel that they are engaging with a real person rather than a façade or a simply another person with a title.

Higher levels of employee satisfaction, personal productivity and collaboration can be the result. When employees trust their leaders, they feel more secure in their roles and are more committed to their work — they feel valued and respected. High-trust companies report significantly lower stress levels, higher energy at work, and greater overall satisfaction (“Authentic Leadership: What it is and Why it’s important”, Harvard Business School, Dec 2019).

Transparency

One of the key ways authentic leadership fosters trust is through transparent communication — both from the leader themselves but also from the organization as a whole. Leaders who are open about their decisions, challenges and successes create a culture of honesty and integrity. This openness not only builds trust but also encourages employees to be more forthcoming with their own ideas and concerns. As a result, the organization becomes more collaborative and innovative.

Empathy Builds Connections

Empathy

Leaders who genuinely care about their employees’ well-being and development are more likely to earn this critical trust and loyalty. Empathy involves understanding and addressing the needs and concerns of employees, which in turn fosters a supportive and inclusive work environment.

Self-awareness

To cultivate authenticity, leaders must first develop self-awareness — understanding their own strengths, weaknesses, values, and motivations. Self-aware leaders are better equipped to lead with integrity and make decisions that align with their core values, which in turn suggests they are more likely to be confident, purposeful, and value-driven.

Vulnerability

Being Vulnerable with Your Team Can Help Build Trust

Another strategy for cultivating authenticity is to practice vulnerability. Leaders who are willing to admit their mistakes and learn from them demonstrate humility and openness. This vulnerability can help to build trust, as employees see their leaders as relatable and human.

Consistency

Leaders must consistently act in ways that reflect their values and principles. This helps to build credibility, as employees know what to expect from their leaders and can rely on them to act with integrity. Consistent behavior, especially during the difficult times, reinforces the trust that has been built through transparent communication and empathetic leadership.

Strong Relationships

Finally, authentic leaders focus on building strong relationships. This involves taking the time to understand each team member’s unique strengths, challenges, and aspirations. By fostering these relationships, leaders can create a sense of unity and shared purpose within the organization. This approach not only builds trust but also enhances team cohesion and performance.

This is The Way

This is The Way

We are in a time of tumultuous political and social change — a time when strong, effective leadership is even more critical.

The effective leader understands that now, more than ever, being authentic and trusted is the way to improvement. By being self-aware, transparent, empathetic, and consistent, we cultivate an environment where employees feel valued, respected, and motivated — key requirements for an engaged work force and a thriving educational environment.

Transformational Leadership: The Secret Sauce

/ Dave Eberwein / 4 Comments

In my previous post on Emotional Intelligence (EI) I discussed how critical it is for school and district leaders ‘to recognize, understand and manage their own emotions as well as the emotions of others.’ EI is a core requirement to being able to positively impact the collective performance of a school district. If leaders are attuned to themselves and others, their organization will run more smoothly and effectively, as well as be better positioned to have sustainable improvement.

Today I am exploring Transformational Leadership — something that builds on the concept of EI and which I also believe needs to frame a leader’s approach.

Transformational Leadership: A style of leadership that focuses on inspiring and motivating followers to achieve their full potential and beyond. Think of it as the leadership equivalent of a motivational pep talk, but with a lot more substance. It’s about creating a shared vision that enables buy-in.

What makes a leader truly transformational?

It’s not just about having a big title or a corner office. Transformational leadership is the secret sauce that turns a good team into a great one. It’s about inspiring and motivating one’s team to reach new heights. It is an absolute ‘must have’ if you’re wanting to make significant institutional changes. Change is never-ending, and if you want that change to lead to be better results, having your team motivated, engaged and on-board with the collective vision is a critical first step.

The Vision Thing

At its most fundamental understanding, a transformational leader has a clear vision for where they want to go. They see the big picture and know how to communicate it in a way that gets everyone excited. They do this by focusing on their team and how they contribute to the organization’s success. A transformational leader does not need to be centre-stage, but they do need to be conducting the orchestra from somewhere on stage, ensuring that every performer has relevance and can be heard. This means being inclusive, collaborative and most critically being emotionally intelligent. It also means knowing when to be out front, and when to be leading from the side or from the back.

Transformational Leaders know when they need to be Conducting the Orchestra

Inspiring the Team

Transformational leaders are engaging and inspiring. They know how to get people excited about their work and keep them motivated. Celebrating people’s mistakes as much as their successes ensures that people feel safe taking professional risks to try something new — where the spirit of trying something that could be a significant change agent is encouraged — and where laughter and joy permeate the workspace.

The leader isn’t necessarily the loudest one in the room — they don’t need to be front-and-centre to make a difference. Think of Nelson Mandela, Mahatma Gandhi and Malala Yousafzai — three remarkable people who inspired the world with their vision and inclusivity of others, yet often letting their actions speak more loudly than their words. They didn’t need to grab a microphone, but when they did, people paid attention and came together with their message.

Where to Start

If you are leading a group of 5, 500 or 5000 people the same principles of being transformational apply. Start by developing a clear vision of where you want to go and use a variety of means to effectively communicate it. Involve others in the corporate storytelling by building a strong, collaborative team who believes in same vision — one where your team is enthusiastic about wanting to talk about its relevance — one that they’re proud to say belongs to them as much as it does the organization.

Transformational leadership is more than just a buzzword; it’s a powerful approach to leading and inspiring your team. By focusing on vision, team collaboration, and positive work culture, a leader can transform their organization and achieve great things.

Change Keeps Happening

We never really reach the finish line in public education. New context emerges and we adjust — we’re always tinkering with our structures, processes and approaches — always looking for that little advance that makes us better tomorrow. It’s what I love about our work.

When we can do this work with others on an enthusiastic team all pulling in the same direction, there truly is no better feeling. We’re in this together! This is where the Transformational Leader needs to live — in a space of some discomfort where we may not exactly know what lies ahead, but we eagerly await the next day knowing that we have an engaged and focused team willing to be in the challenge together.