The Five Practices of Exemplary Leadership®
Based on research by Jim Kouzes and Barry Posner and their best-selling book, The Leadership Challenge, we’ve found that when leaders are at their best, they exhibit five key Practices.
It's simple: The more often you display these behaviors, the better leader you’ll be.
What does it mean to Model the Way?
Modeling the way is about the kind of example you set for others as a leader. To effectively Model the Way, you first need to get in touch with who you are: what you believe in, how you communicate, and how your values inform your behaviors.
Leaders who Model the Way:
- Set a personal example of what they expect of others.
- Build consensus around a common set of values.
- Ask for feedback on how their actions affect other people’s performance.
- Make sure that everyone follows the agreed-upon principles and standards.
- Follow through on promises and commitments they make.
- Have a clear philosophy of leadership.
It’s easy to look to established leaders as a guide, but it’s important to take the time to explore your own communication style. People are drawn to authenticity, and when your people know that you are speaking and acting from your heart, they are more likely to see you as a leader.
When you Model the Way, You:
Understand your values and share them with others
Search for common ground between your values and those of your colleagues and organization
Do what you say you'll do
However, leadership isn’t only about your values. Organizations thrive when all people are committed and engaged, and it’s important to remember that your people’s values are their driving force. When you create space for everyone to explore their own belief systems, you will model commitment to the common cause. Be an example in your organization for the kind of behaviors you want to nurture. People look to leaders to see if they are, in fact, walking the walk.
How do you know it's working?
As you work to Model the Way more frequently, keep an eye out for some of these signs that your efforts are paying off:
You'll find it easier to acknowledge and discuss ideological differences and to find common ground.
You'll know how to let your values drive your responses when dealing with difficult problems.
People will give you honest feedback and readily come to you with questions and concerns.
What does it mean to Inspire a Shared Vision?
Being a leader means charting a course into an unknown future and inspiring others to come with you. When you Inspire a Shared Vision, you know where you want to end up, and you’re prepared to paint a vivid picture for the people in your life. By starting conversations about the future, you make it possible for others to do the same.
Leaders who Inspire a Shared Vision:
- Talk about future trends that will influence how work gets done.
- Describe a compelling image of what the future could be like.
- Appeal to others to share an exciting dream of the future.
- Show others how their long-term interests can be realized with a common vision.
- Paint the “big picture” of what they aspire to accomplish.
- Speak with genuine conviction about the higher meaning and purpose of their work.
Learning how to Inspire a Shared Vision might sound intimidating, but it starts with simple actions: describing what you want out of the future, asking others what they want, and talking about the similarities and differences.
When you Inspire a Shared Vision, You:
Dream big and believe in the possibilities of the future
Share your idea of the future with others and ask to hear theirs in return
Brainstorm with teammates to create a common vision
To create a vision for the future, start by reflecting on your past and present experiences. Identify the patterns, trends, and themes that have shaped your life and consider what inspires you. Strategize your future goals and share your vision with your team. By listening to their unique perspectives, you may gain fresh insights that can propel your vision forward. Remember, the most inspiring leaders are those who are passionate about the future and are willing to work hard to achieve their goals.
How do you know it's working?
Talking openly about the possibilities of the future may be new territory for you and your teammates, but as you get used to it, you’ll begin to appreciate the benefits:
You know what inspires and excites you, as well as what inspires and excites your teammates.
You are beginning to formulate a vision of your future, imagining what kind of work you'd like to do and what kind of person you'd like to be.
You feel comfortable talking to people about the future you imagine for yourself and for your organization.
What does it mean to Challenge the Process?
Learning how to Challenge the Process means stepping back, questioning the status quo, and seeking out ways to improve the way you work. Think about what it means to take initiative, push for change, and learn from your struggles. Considering new ways to approach your work can benefit not only your organization but also your own path to exemplary leadership.
Leaders who Challenge the Process:
- Challenge people to try out new and innovative ways to do their work.
- Actively search for innovative ways to improve what they do.
- Ask “What can we learn?” when things don’t go as expected.
- Identify measurable milestones that keep projects moving forward.
- Take initiative in anticipating and responding to change.
Regardless of your status or title, you have the power to assess the kind of work you do and the systems you typically work within to challenge yourself to think outside the box. Feeling nervous as you start to Challenge the Process is normal. Reframe your hesitation by considering why it's valuable and why you're the right person to push for change.
When you Challenge the Process, You:
Ask yourself why things are done the way they are and look for opportunities to innovate
Look outside your organization for new ideas about how to get things done
Try and try again, even when things don’t go as expected, and learn from your mistakes
Pursuing opportunities that challenge yourself while creating an environment where the people around you are encouraged to do the same can help you on your path toward exemplary leadership. Exploring new ways of doing things outside your experience can help you innovate right from where you are.
How do you know it's working?
Once you’ve started to Challenge the Process, you’ll probably begin to experience ripple effects in your workplace. Here are some signs that you’re making a difference:
You take note of how and why you do things and consider alternative ways of working.
You and your teammates can describe what you like and don't like about the way you work.
You approach teammates to discuss ideas about improving your workplace.
What does it mean to Enable Others to Act?
When you Enable Others to Act, it means strengthening your relationships with teammates and reflecting on what they need to do great work. This practice asks you to put effort into empowering others to create a work environment where people trust and respect each other. Think about how you can help the people you work with gain the confidence to excel, making your whole team stronger.
Leaders who Enable Others to Act:
- Develop cooperative relationships among the people they work with.
- Actively listen to diverse points of view.
- Treat others with dignity and respect.
- Involve people in the decisions that directly impact their job performance.
- Give people a great deal of freedom in deciding how to do their work.
- Ensure that people grow in their jobs by learning new skills and developing themselves.
As workplaces continue to evolve and teams are more diverse and globally dispersed, leaders must put in the work to get to know and understand the people they are working with.
When you Enable Others to Act, You:
Spend time and energy getting to know the people you work with
Provide people with the resources they need to succeed
Demonstrate trust by letting people make their own decisions
Another important thing to consider as you gain the skills to Enable Others to Act is to ensure that everyone has the resources they need to grow. These can be tangible, like equipment, programs, and technology, or interpersonal, such as more frequent project check-ins, leadership opportunities, or access to educational programs. Arming your people with the resources they need to succeed will contribute to a climate of trust and empowerment.
How do you know it's working?
As you put more time and energy towards building the skills to Enable Others to Act, the more signs of trust and collaboration you’ll see in your workplace:
You think about what the people you work with need in order to do their jobs well.
People in your workplace collaborate more often and freely ask each other for help.
Your teammates make independent decisions but come to you for support when necessary.
What does it mean to Encourage the Heart?
When you Encourage the Heart, it means telling your teammates how much you value and respect them—and by doing so, creating a workplace that people are genuinely excited to be a part of. This practice asks you to let people know you appreciate their hard work and are glad to have them on your team.
Leaders who Encourage the Heart:
- Praise people for a job well done.
- Make it a point to let people know about their confidence in their abilities.
- Creatively recognize people for their contributions to the success of a project.
- Publicly recognize people who exemplify a commitment to shared values.
- Tell stories of encouragement about the good works of others.
- Get personally involved in recognizing people and celebrating accomplishments.
Many organizations overlook the importance of social connection. Creating a sense of camaraderie among coworkers can lead to better workplace well-being, accountability, and commitment to the organization. Celebrating the wins of high performers gives everyone something to work towards, but encouraging people along the way is just as important.
When you Enable Others to Act, You:
Communicate your goals and expectations clearly and regularly
Create an environment that makes it comfortable to receive and give feedback
Being creative in recognition and saying “thank you” is a part of your everyday behavior
When you are involved with every level of your organization and seek to know and understand the people you work with, these celebrations and recognition events will be inherently more meaningful as you will have been there every step of the way.
How do you know it's working?
When you take the time to Encourage the Heart and go out of your way to acknowledge and uplift the people you work with, you’ll soon begin to experience the effects:
Team morale improves and people express confidence in their own abilities.
You and your teammates take time to participate in team activities and get to know each other.
Teammates comment on each other's strengths, which might previously have gone overlooked.
See how The Five Practices help leaders create great workplaces in our latest eBook.
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