Great leaders around the world are not undisciplined in the 4 E's of Leadership. In one way or another, most successful organizations have adapted these pillars into their corporate culture. Many universities, colleges and training programs educate on this very fundamental model.
Into the 21st century, leaders are continuously developing new practices and tools to aid in the success of their teams. Perhaps 4 E's are no longer fully encompassing...
The 6 E's of Leadership (by Brendon Burchard)
Envision a powerful and compelling world/goal to live up to. It’s a practice/a process. You have to immerse yourself into it and understand that your vision becomes an embodiment. You live it, eat it, own it and swear by it.
Where there’s no vision people perish.
As you’re developing this vision, you enlist other people to share their voices, their perspective, so it becomes their dream/their desires as to where this will lead us to. Everyone is working towards a goal that they have input into.
Enlist others to create the dream.
Biggest Leadership lesson in the world is: “People support what they create”.
Ask questions. Listen attentively, pay attention to their needs.
What are we about? What are we creating?
It is vital to have other people believe in the dream, shape and stay dedicated to it.
Embody (the message):
Stand for something
Congruence between what we say we’re after and how we behave.
You don’t believe the message unless you believe the messenger.
Demonstrate, show, portray what we really believe in.
Is the team seeing you work, sweat for the cause? Champion it every step of the way? Even when it’s hard, even when there’s conflict, when people are upset and ready to quit? Are you still there? Do you still stand for it? If you do, you become a legend!
Give people the decision-making authority and the trust to be able to work towards this vision.
Allow them the autonomy, the strength, the input, to equip them with the knowledge, the skills, the abilities, technology, the tools, the training to allow them to succeed as they march to achieving something extraordinary.
Training and empowering has to be constant/consistent. Not just at the beginning. We need to evaluate and keep a thumb on the pulse as we move forward and progress.
Evaluate the key people who are with us: their contributions, their skills, their needs
1) Are we being excellent? 2) Are we being ethical? 3) Are we progressing? If not, why?
Evaluation is done daily, at all levels.
We have to be ready to give honest, direct, immediate, constructive feedback to those people we are looking to influence and lead. It’s vital that we pay attention and see when things go off the rails. We must remain engaged with our collaborators in order to evaluate the progress of our mission.
Be the champion and the cheerleader.
Be inspiring and elevate people. You need to have, in your heart and in your soul, that desire to want to encourage and lift people. You need to be able to lift them off their butts to get them excited about things.
If you can’t motivate them with your passion and your example, then what are they doing here? You have to encourage people when this gets hard. When you’re working towards a mission, things get hard. The longer the term, the more people you see come on board, the bigger the organization, the bigger the vision, the bigger the dream, the longer the duration to accomplish it, the more challenge, the more conflict, the more discord, the more frustration, the more doubt… All these things happen.
Always be that encouraging voice. When the chips are down, when it looks most bleak… You’re still that beam of light! And when it gets dark, when it gets challenging, when there’s conflict, turmoil and turbulent seas… You’re solid! You’re somebody they know they can go to, because you’re always going to turn a negative into a positive. You’re always going to help them see the alternative view and the next step. You’re going to champion people, champion the mission to the cause.