leadership-in-organizations

Leadership

Companies that maintain long-term success have highly engaged employees. The employees are engaged because they embrace the values, vision, and mission of the company.

The failure of leaders to develop a shared vision grounded in shared values is the main cause for meaningless and unsustainable change and long-term success. As a leader, your primary responsibility is to bring about change that will positively serve and impact your employees, company, customers, and investors. Change initiatives that fail most always are attributable to the underlying values, beliefs, behaviors, and attitudes within your organization.


Values and beliefs define your culture and are displayed by the attitudes and behaviors of you and your employees. The cultural conditions in your organization significantly impact the performance of your organization and employees and the effectiveness of any change initiatives being implemented. Cultural values are commonly unknown, sometimes are stated but not practiced and lived, or are clearly defined and govern the attitudes and behaviors of the employees. When personal values and cultural values are not aligned, cultural entropy develops and becomes a liability to your firm. This cultural dysfunction leads to unmet expectations, negative consequences, and poor performance.

There is nothing more important you can do to improve employee satisfaction, enable employment fulfillment, enhance productivity, and impact long-term and sustainable success of your organization than understanding your current culture and developing a culture that is cohesive, aligned, and supportive of the vision, mission, and goals linked to your balanced needs scorecard. Embracing values-based leadership will significantly improve the level of trust between you and your employees and minimize the limiting values that undermine your effectiveness and the performance of your organization.

So where does it begin? It begins with the Leadership Values Assessment (LVA). Why the LVA? Because the culture in your organization is a reflection of your values and behaviors and gaining an understanding of your values and the values of all leaders in your organization will provide you with the baseline data and insights to begin the transformation process. After completing the LVA process, a second assessment is highly recommended, the Leadership Development Report, a 360° assessment instrument. The LDR is a powerful tool for promoting self-awareness, personal transformation, and an understanding of the actions a leader needs to take to realize his or her full potential.

The LDR compares a leader’s perception of his or her operating style with the perception of his/her peers and subordinates. Assessors also get the opportunity to indicate how they believe the leader needs to change to help them become the best leader they can be. The LDR will show you how your leadership style is perceived by your assessors and allows you to compare this to your own view of how you lead others. In addition, assessors will identify the 10 values and behaviors that they believe will help you to develop. The report identifies 26 areas, mapped to the Leadership Model, against which both you and your assessors will have clarified areas to be strengths, areas for development, or areas that are irrelevant. This data helps you and us to develop an action plan together to support you in your continuing development.

The Leadership Values Assessment (LVA) measures the level of personal entropy that you are manifesting in your life and work. What is personal entropy Personal entropy is the amount of fear-driven energy that a person expresses in his or her day-to-day interactions with other people.

Fear-driven energy arises from the conscious and subconscious fear-based beliefs of the ego. Positive energy arises the soul’s way of being in the world and reflects the values of compassion, love and connection. When the beliefs of the ego are out of alignment with the values of the soul, we lack authenticity. Personal entropy is therefore a measure of the lack of ego/soul alignment due to the presence of conscious or subconscious limiting values and beliefs. Personal entropy undermines trust and authenticity.

There are three types of limiting beliefs that correspond to the first three levels of the Seven Levels of Consciousness model:

Level 3: Self-esteem Consciousness: Limiting beliefs the individual holds about not being enough – a lack of self-esteem or confidence in themselves that causes them to over compensate through the excessive use of power, authority, or status seeking

Level 2: Relationship Consciousness: Relationship Consciousness: Limiting beliefs the individual holds about not belonging – a lack of acceptance or respect for themselves that causes them to over compensate by competing for attention, blaming others, and standing in judgment

Level 1: Survival Consciousness: Limiting beliefs the individual holds about not having enough – a lack of assurance that they will be safe and survive that causes them to over compensate through greediness, control, and excessive caution.

Personal entropy is the proportion of votes for potentially limiting values that assessors pick to describe the operating style of a manager or leader. The following shows the different level of leadership entropy and the degree of seriousness and required transformation.

Entropy Level Corrective Measures
< 6% Prime: Authentic individual
Decision-making not driven by fears
7-10% Minor Issues: Requiring leaders to examine how their behaviors and actions are affecting people around them,
their decision-making processes or their degree of life/work balance
11-15% Moderate Issues: Requiring leaders to examine how their behaviors may be compromising their relationships
with some of their peers and subordinates, and negatively impacting goals they want to achieve
16-20% Serious Issues: Requiring leaders to examine how their behaviors are impacting the smooth functioning of the
group they lead, and its overall performance. Need to focus on emotional intelligence skills
> 20% Critical Issues: Requiring leaders to examine how their behaviors might be compromising their personal integrity,
and their ability to inspire and lead the people around them to attain high performance.
Need to focus on emotional intelligence skills

After gaining a clear understanding of yourself from the LVA and LDR assessments, we can begin to work together to move you forward on your transformational journey to your authentic self, your authentic leadership style, and becoming a full-spectrum leader. We utilize a state-of the-art leadership development learning system for the 21st century leader created by the Barrett Values Center – TNLP.

In The New Leadership Paradigm by Richard Barrett, he outlines 5 characteristics that should be displayed by leadership candidates. These characteristics are essential in the talent selection criterion and emphasized in your leadership development program.


Mastery of these five leadership characteristics is mastering ones ability to lead oneself. For if a person is unable to lead oneself, they will be ineffective in leading others, and will, if given the opportunity to lead others, create greater levels of organizational entropy and chaos.