How do you define a leader?

Almost every time I talk with others about leadership, we circle back to the core question of what leadership really means. Partly it’s because so many people use the word to mean so many different things. Other times we discuss the definition because the way we define leadership has an impact on what we expect from it.

How you define a leader will change your expectations of a leader. It will also change how you think about your own leadership.

Maybe one of my favorite ways to define it comes from the Australian Leadership Foundation:

The ancient Greek philosophers talked about the ontology of a person (construct of being) and from a leadership perspective this involves the logos (logic and thinking), pathos (passion and compassion), ethos (the theory lived out) and praxis (practical implementable strategies). Therefore the effective leader is someone who can communicate rationally, connecting relationally, manage practically and lead directionally and strategically. The head, the heart, the hands and the feet are all effectively engaged in the leadership process.

They use this image to depict the head, heart, hands and feet of a leader, which I think is a helpful reminder that we’re not just called to be thoughtful or strategic, but also empathetic and encouraging.

The Effective Leader

So here are the four questions I ask myself – which come directly from this image. They challenge me to lead better every day.

Do I have a clear sense of where we’re trying to go?
This is a “head” question. I’m asking myself if I have the clarity I need to be able to articulate what we’re all doing and am I providing it to my team so that they also know the greater context of what we’re up to, and what we’re trying to achieve.

Do I have a clear sense of how each of my team is doing, as we pursue our goals?
This is a “heart” question. I’m asking myself if I know how each team member is doing. Are they emotionally connected and engaged with the mission? Are they under too much stress? Or not engaged enough to be excited about the work they’re being asked to do?

Are there things I can do to help my team get to our destination? Ways I can help?
This is a “hands” question. I’m asking myself if there are roadblocks that are getting in the way of my team’s ability to actually get their work done. Are there things I can do to help clear the roads so they can keep moving?

What can I do to challenge my team to take (potentially risky) steps to grow?
This is my “feet” question. I want my team to constantly be taking the next steps. I want them to learn and grow and to do that I need to model the right behavior, but like I wrote yesterday, I also have to give them the space and opportunities they need to be able to take those next steps.

As you can see, these questions come directly from this definition of leadership. So how do you define it? Hit me up on Twitter and let me know.