Leadership Lesson 4: Cracking the Leadership Code
My parents are immigrants, which makes me a first generation American.
As a young mom who had no idea how the American education system worked, my mom joined the PTA and asked all the parents of “successful” (aka: ivy league-accepted) students what they did to get their children into top universities. In high school, all of us were “encouraged” to:
Volunteer our time and complete a compelling project (bonus points for being an Eagle scout)
Take all available AP courses (4.0 GPAs are table stakes)
Crush standardized tests (without a budget for prep courses, obviously)
Demonstrate “well roundedness” through a combination of service, musical achievement, sports, and academic extra-curricular activities
Join, then ascend to a leadership role in three to four clubs by junior/senior year
Things may have changed, but this formula worked well a few decades ago and all of my siblings and I attended college on full scholarships.
My mom cracked the code to college admissions.
Unfortunately, nobody in my family knew how to crack the code to career success or corporate leadership.
As a young adult, I envied my friends with parents who were successful business people. I knew that concepts, strategies, and lessons in business politics were likely passed down, giving the next generation a competitive advantage (and less chance of being a total goober in their first job).
I decided that my best option was to observe, listen, and replicate what I saw. From the beginning of my career, I was on the lookout for leaders I enjoyed working for or people who others considered “good managers”. Following is what I have observed and tried to emulate over the past twenty years, in no particular order.
Great leaders:
Are authentic (and self aware)
Are curious, adaptable, and decisive
Have integrity
Develop people
Give credit to their team, and also take the fall for their people
Communicate clear expectations and hold people accountable
Find the right people for the bus, then optimize roles/projects around their team members’ talents
Delegate achievable projects and balance providing autonomy and support
Take responsibility for mistakes and apologize
Are positive and encouraging
The good news?
“Star leaders aren’t born with superhuman capabilities. Rather, they… intentionally put themselves in situations where they have to learn, adapt, and grow — a crucible for developing the tenacity and fortitude to motivate and guide others.” - Harvard professor Linda Hill, a top leadership expert
Have I cracked the leadership code? What did I miss?
