I have always said there is more to being the boss than being bossy. A lot more. I think there is a tendency for us to confuse – and it is easy to do – the ideology of leadership with the act of supervision. Clearly, many situations and tasks need supervision; however, leadership is a bigger, broader picture than telling someone when and how to do something. Consequently, there are great supervisors who would not necessarily make great leaders and vice versa. Leadership comes in different sizes, shapes, colors, styles and gender – and at times from the most unlikely of places. Leadership styles aside – and there is an abundance of self-surveys available on-line and in any bookstore to help us figure out which particular brand each of us subscribes to – the following are several ideas for consideration about leadership:
- Leaders have passion and vision. A leader not only has passion and dedication to the mission of the organization but also a vision for the organization beyond what is happening today or this week. He or she has a vision of how the organization’s mission will be played out in the next year as well as five years from now and uses many resources to guide the organization toward that vision.
- Leaders focus on relationships. Leaders appear to know everyone because they understand the inherent value of relationships – both within the organization and in the community at-large. Good leaders do not readily “burn bridges” and they are skilled at networking and maintaining relationships even in the face of adversary.
- Leaders listen. Leaders also understand the art of listening to the other people around them (community stakeholders, staff, board members, partner organizations). Rather than frequently arguing their own agenda, leaders are more intent on listening to others in order to determine from whom their strongest support is coming in order to guide the organization toward the vision.
- Leaders maintain poise and grace under pressure. A leader maintains positive energy even during trying circumstances. Contrary to the boss who seems to think that yelling, tantrums and blame are the only ways in which to get something done, a leader maintains personal dignity as well as that of the organization and rarely displays a disorderly response. While ‘Fear Factor’ may make good television drama, it certainly has no place or benefit in non-profit management. Perpetual negative responses (or interactions) tend to diminish others’ confidence in one’s ability to lead.
- Leadership develops leadership. Conversely, a leader bears the self-confidence in his or her own leadership such that other staff in the organization are encouraged to develop professionally. Leaders are comfortable in their roles. He or she not only supports and welcomes professional development but is also wise to consider his or her own succession at some point.
- Leaders accept change. All of us have most likely experienced difficulty with change at some point in our lives. On the other hand, change is necessary and good. Leaders not only accept change, they often flourish with it, making change work for them and their organizations. Moreover, leaders effect change in order to guide the organization toward the vision for it.
- Leaders lead. Plain and simple: Supervisors supervise and leaders lead. Finally, a leader who transgresses into others’ roles within the organization is not likely to be as effective and efficient in facilitating the bigger picture development of the organization as one who clearly communicates vision and goals for the organization. Leaders understand the hierarchy of the organization and how best to navigate it.