We use the terms “leader” and “leadership” constantly in the business world. But if you were asked to define leadership, you might find it’s more challenging than you first thought. Taking the time to understand and define leadership is essential for creating a strong company culture and for nurturing the leaders of tomorrow.
For my book, The Future Leader, I interviewed over 140 CEOs globally and posed the simple question: “How do you define leadership?” It was surprising how many paused, or struggled to articulate their thoughts. Leadership, a concept we often take for granted, assuming a shared understanding, revealed itself to be remarkably subjective. From these 140+ leaders, no two definitions were exactly alike.
Some CEOs emphasized business-oriented definitions, focusing on vision setting and achieving company goals. Others highlighted human-centric qualities such as empathy, humility, and inclusivity. While each definition was unique, they were all valid. Every leader’s personal understanding of leadership shapes their approach, influencing company culture and strategic direction. Furthermore, the definition of leadership isn’t static; it evolves alongside the leaders themselves. New leaders bring fresh perspectives, leading to shifts in leadership styles and, consequently, organizational culture.
The Multifaceted Definition of Leadership
The diverse responses from CEOs underscore a crucial point: leadership isn’t a monolithic concept. It’s multifaceted, shaped by individual values, organizational context, and evolving societal expectations. While there’s no single, universally accepted definition, exploring the various perspectives enriches our understanding.
One common thread in many leadership definitions is the ability to set a vision. Leaders are often seen as visionaries, capable of painting a compelling picture of the future and inspiring others to work towards it. This vision provides direction and purpose, aligning individual efforts with overarching organizational goals.
However, leadership extends beyond just strategic thinking. Business acumen is undoubtedly important – understanding market dynamics, financial principles, and operational efficiencies are crucial for guiding an organization to success. Yet, solely focusing on business results neglects the human element of leadership.
Many contemporary definitions emphasize human qualities as integral to effective leadership. Empathy, the ability to understand and share the feelings of others, is increasingly recognized as a cornerstone of modern leadership. Leaders who demonstrate empathy build stronger relationships, foster trust, and create a more supportive and inclusive work environment.
Humility is another valued trait. Humble leaders are self-aware, acknowledge their limitations, and value the contributions of their team members. This fosters collaboration, encourages open communication, and empowers individuals to take ownership. Similarly, diversity and inclusion are becoming central to leadership conversations. Recognizing and valuing diverse perspectives enhances creativity, problem-solving, and overall organizational effectiveness.
Beyond Titles: What Truly Makes a Leader?
This leads us to the crucial question: who truly qualifies as a leader? History is filled with figures who commanded followers but employed unethical or destructive methods. Were they leaders? In a more nuanced view, leadership transcends merely directing people. It necessitates a positive impact and ethical motivation.
A true leader is someone who identifies opportunities for improvement and inspires collective action towards a better future. They can translate their vision into reality while prioritizing the well-being and development of their team. Motivation alone is insufficient; empathy and genuine connection are vital for sustainable leadership success. Leaders from diverse backgrounds and experiences enrich organizations by bringing varied perspectives and approaches. While definitions may differ, the critical takeaway is for organizations to cultivate internal alignment on their leadership philosophy.
Creating Leadership Filters for the Future
Given the breadth of leadership definitions, organizations must establish a clear, internal understanding of leadership – what it signifies within their specific context, and what qualities define a leader within their ranks. This definition, while potentially evolving, serves as a crucial guide, far better than operating without any defined parameters.
A shared leadership definition ensures everyone is aligned and facilitates the development of future leaders who embody the desired traits. This is where leadership filters become essential. These filters act as mechanisms to identify, nurture, and promote individuals who align with the organization’s leadership ethos.
For example, if an organization defines leadership as servant leadership characterized by humility and service to others, their leadership filters will prioritize individuals demonstrating these qualities. Development programs and promotion pathways would then be designed to favor and cultivate servant leaders. Conversely, an organization prioritizing purely financial performance might filter for leaders who are primarily driven by achieving business and financial targets.
IBM provides a compelling example of implementing leadership filters. They developed an intensive leadership program designed to attract, develop, and advance top leadership talent. Leveraging technology, IBM identifies the skills and mindsets that are predictive of leadership success within their organization. They then use these insights to screen potential candidates, ensuring informed hiring decisions and early identification of future leaders. IBM’s leadership filters are embedded in their recruitment process, starting the leadership development pipeline from the initial stages of talent acquisition.
Leadership filters ensure consistency in leadership definition and help cultivate a leadership cadre that embodies the organization’s culture and values. A leader solely focused on profit maximization would likely struggle to thrive in an organization that prioritizes empathetic and people-centric leadership. Leadership filters are instrumental in promoting the right individuals, fostering a cohesive work environment, and reinforcing the desired leadership culture.
While the essence of leadership may seem intuitively understood, articulating a concrete definition remains a challenge. For organizations seeking to cultivate future leaders and maintain a unified direction, establishing a cohesive internal definition of leadership is a vital and foundational step.
