Writing a Leadership Philosophy

“The great enemy of communication, we find, is the illusion of it.”

William H. Whyte, sociologist, journalist

Intuition vs. Intentionality

I am addicted to the rush of flying by the seat of my pants. Otherwise known as busking, improvising, or ad-libbing, the thrill of using pure instinct to orchestrate order out of chaos is a high I can live off of for several days.  As a Youth Minister and a high school teacher, this skill has saved me more times than I can count. However, if I'm being honest, it has hurt me just as many times. As it happens, a team will follow the leader's instinct for only so long before becoming fatigued, burning out, and splintering into a million well-charred pieces. Leaders in recent history have demonstrated the chaos that ensues from instinct-induced decisions.

The opposite of leading by instinct is leading with intentionality, clear expectations, and a sense of the leader's values. This can be most clearly expressed in a leadership philosophy. A leadership philosophy serves two purposes. First, it forces the leader to discern the values, principles, "redlines," and expectations he or she has for the team, as well as the commitments he or she is willing to make for the team. Then, when leading by instinct is required, that intuition has boundaries. Second, it serves as a North Star ... a guiding light ... a candle in the darkness for any team attempting to understand the leader's mind. It can bring cohesion and synergy to the team as a whole. 

Leadership Philosophy Format

While there are many styles to choose from, here is my format for writing a leadership philosophy:

1. Keep it short. One mentor sent me a 20-page leadership philosophy. It was well-written and insightful but overwhelming. It's best to keep in mind this quote: Whenever I’m struggling to cut down and simplify, I like to remind myself that General Montgomery’s plan for the D-Day landings easily fits on less than a page of A4 (https://www.adpulp.com/sun-tzu-so-you-dont-have-to/).

2. Lead off with your two greatest values.

   1. Your ultimate goal ... i.e., what do you wish to be remembered for the most?

b. Your "why" (thanks, Simon Synek!) ... what gets you out of bed in the morning?

3. State your redlines (don't cross these!), expectations, and commitments.

   1. Redlines could be improper relationships, mishandling finances, or partaking of drugs.

   2. Expectations might be exhibiting character, having fun in the workplace, and  supporting each other.

   3. Commitments are what YOU will do. This is when you take all of the crappy things that were done to you in the past and DO THE OPPOSITE to your team! Be transparent; communicate clearly; highlight their accomplishments; mentor.

4. Finally, I add two sections.

   1. How I want our team to be known--Agile, Intentional, Ready

   2. Our core capabilities--Advocate, Communicate, Educate 

      
      

Remember this!

Leadership philosophies create culture when three principles are adhered to.

First, keep your leadership philosophy in front of your team regularly. I have multiple examples of bosses who gave me their philosophy on day one and then never referred to it again. I put them in a drawer and forgot about them. Gotta say ... those were not very useful.

Second, hold yourself and your team accountable to the standards presented in the leadership philosophy. When you or a team member messes up, remind them (graciously) that a core tenet of your philosophy has been broken and gently use your philosophy to guide you or them back onto the pathway.

Third, stay flexible. Every leadership philosophy remains a work in progress. Be willing to tweak it, as needed.

And finally ...

A leadership philosophy is a labor of love for yourself and for your team. Leading by instinct should be used sparingly; leading with intentionality will provide stability, synergy, cohesion, and, consequently, the leader's desired culture.

See my leadership philosophy here!