Duty is about what we do, a leader’s duty is to serve the mission. Honour is about how we perform our duty. Leaders must perform their duties in accordance with the civic, legal, and ethical values embraced by our society. . Effective leaders get the job done, look after their people, think and act in terms of the larger team, anticipate and adapt to change, and exemplify our ethos in all they do. This is what the organization expects and it is also what the people whom we serve expect. Altogether too often, the public is sad to learn their leaders have not lived up to an ethos of high standards. Part of our ethos, then, should be to say that we will stand up to be moral, effective, and genuine leaders. For it is only through a strong commitment to an ethos our people can be proud of, that we will be able to provide the characteristics of strong and capable leaders and give the people what they so rightfully expect.
~ General Rick Hillier – Chief of Defence Staff
(Taken in part and editorialized by the author)
Emanation paths represent secondary outcomes of the Effectiveness Framework, each of which has a positive bi-directional connotation for enhanced team growth and increased probability of success.
The collective planning and action of an organization with operations that span different trades, departments, crafts, and various necessary functions is paramount. It is necessary to perform the thousands of myriad tasks that take place to keep the organization functioning smoothly. Typically, if we are engaging correctly and moving forward as a team, the team success will be there as a result of the collective planning and the actions of an organization.
The internal operations of the organization must be well organized, the functions clear, and the reporting of agreed upon metrics must be established. The achievement of teamwork and cohesion among the people must fit together in order to work together effectively.
Respect, care, and consideration are fundamental qualities. By engaging others with respect and acting to support their professional hopes, goals, and aspirations we show a sincere commitment from the organization toward the people. This is a moral obligation that also happens to be highly practical.
Conduct or ethos encompasses values that describe and define organizational conduct. This behavioral dimension includes the civic values of liberal democracy; values subsumed by the rule of law; ethical values governing our treatment of others and the conduct of government operations; and the traditional values of duty, loyalty, integrity, and courage. The ethos is the essence of your honor.
Trust in leadership is positively related to individual and group performance, persistence in the face of adversity, the ability to withstand stress, job satisfaction, and commitment to continued service. One of the most important parts of the leader’s job is to build and maintain healthy trust relationships with subordinates, peers, and superiors. Leaders build and maintain trust through their decisions, actions, and interactions.
Leaders build and maintain trust through their decisions, actions, and interactions. Leadership qualities exhibited by each leader of the organization is reflected onto every other leader within the organization. As such it follows that the leaders should, at a minimum, always exhibit these traits:
- Demonstrate high levels of proficiency in the performance of core functions and take advantage of opportunities to enhance professional expertise and competence
- Exercise good judgment in decisions that affect others and do not expose people to unnecessary physical or emotional risks
- Show trust and confidence in team members by giving them additional authority and involving them in decisions where circumstances allow
- Demonstrate concern for the well-being of team members, represent their interests, and ensure they are supported and taken care of by the organization
- Show consideration and respect for others, treating teammates fairly, without favor or discrimination
- Focus on the mission, maintaining high standards as well as honest and open communications
- Lead by example, sharing risks and hardships and refusing to accept or take special privileges
- Keep your word and be counted on to honor your obligations
Distributed leadership is about sharing the responsibilities of leadership, vertically and horizontally within teams and the organization as a whole. Leadership is an essential role requirement for managers but is not the same thing as management.
Leaders are involved in planning, problem-solving, decision making, organizing, informing, directing, allocating and managing resources while developing, coordinating, monitoring, and controlling the course of those efforts. The expectation is simple; leaders will not only lead but that they will lead well. They will always seek to develop the team around them; they will never seek to be the smartest person in the room, but rather, they will surround themselves with other strengths and leverage those strengths, constantly seeking ways to share the leadership role through a distributed environment based upon a foundation of trust.
A profession is essentially an exclusive group of people performing a service to society and unified by a common body of expertise and code of conduct. The words of a professional cannot be just words on paper or empty commitments, they must be publicly visible consistent patterns of behavior. Leaders make the difference.
· Build Teamwork and Cohesion
· Professional Competence and Self-Improvement
· Clarify Objectives and Intent
· Solve Problems with Timely Decisions
· Mentor, Educate, and Develop Team Members
· Treat Team Members Fairly
· Respond to Their Concerns
· Represent Team Members' Interests
· Maintain Situational Awareness
· Learn From Those Who Have Experience
· Learn From Experience
· Exemplify the Ethos
The primary leader roles pertaining to the member well-being and commitment dimension of effectiveness are those of sustainer and developer. In the sustainer role, the leadership team is responsible for establishing a healthy organizational climate, treating people fairly, and managing interpersonal conflict. The leader must also sustain the individual and collective interests of their people and seek to build morale wherever possible.
In the developer role, leaders foster and recognize achievement, and protect depth and continuity in teams by cultivating potential replacement leaders. They mentor people in apprenticeship positions and challenging assignments, and encourage and support subordinate participation in training, educational, and professional activities over their career span.
The routine and prompt passage of information contributes to teammates’ situational awareness and their ability to respond appropriately to a changing situation. Situational awareness is critical to anticipating future environmental conditions and identify opportunities to secure organizational advantage. Candidly explaining events and decisions often reduces tensions created by uncertainty and is critical to maintaining the trust relationship between leaders and led.
Collective leadership refers to the combined effects and synergies when leaders at different levels synchronize their leadership actions to achieve a common purpose. High performing collective leadership occurs when leadership processes are mutually reinforcing; the result is greater than the sum of its parts. Leveraging collective intelligence to establish collective leadership shifts fine organizations into high performing organizations with stellar performers.