Leadership & ‘unintentional’ role modelling
Can you measure your leadership success by the ripples you leave?
I was recently asked to share my career highlights at a leadership presentation. When you’re asked this question, it can be expected that you’ll jump into the successes you’ve celebrated, promotions, awards, growth targets. Memorable achievements of this kind are definitely highlights I’ll always value – I’ve worked hard for ‘intentional’ outcomes and I’m proud of the successes I’ve led. However, the real standout moments for me have come from not so much ‘what’ the outcome was, but ‘how’ I made it happen – you could say the ‘less intentional’ impact – the ‘ripple’ effect.
The most unexpected ‘ripple’ I was made aware of was when I received a thank you note. The note mentioned the impact I’d made as a positive role model and thanked me for my leadership. This was naturally affirming feedback; it made me smile. However, the light bulb moment for me was not what the note said but the relationship between the person and myself. You see I hadn’t actually interacted with this person directly – they were on the team of an unrelated competitive business partner – they weren’t on my team or even working with my company, we had only crossed paths on a joint project.
It made me realise that my responsibility as a leader extended beyond the spheres of influence I was immediately engaged with. Without knowing it I had made a positive impact on someone I wasn’t even working with directly. That was the good news, but I could have equally had a negative impact. Clearly ‘how’ I operated as a leader was as, if not more important, as the outcome I was focused on delivering.
As leaders of our teams and organisations, no matter how small or large, we are role models. Our ‘ripple’ effect will extend to many that we didn’t expect it to reach. The ripples we make as leaders – beyond the swells of disruptions and achievements we deliver – are lasting, and often unintentional influences that form our leadership legacy.
Have you taken a deep dive recently to look at the health of your leadership style?
Have you created some space to reflect on the type of role model you want to be as a leader?