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Composure and Resilience

Composure and resilience enable leaders to navigate challenges, make sound decisions, and inspire their teams. This article explores the concepts of composure and resilience, their importance in leadership, and practical strategies to develop these qualities, drawing on insights from Brene Brown, Martin Seligman, Nicholas Taleb, Kristen Hansen, Angela Duckworth, Bill Adams, and William Anderson.

 

What are Composure and Resilience?

Composure is the ability to remain calm and in control during stressful situations. It allows leaders to think clearly and act decisively, even under pressure. Resilience, on the other hand, is the capacity to recover from setbacks and adapt to change. These traits help leaders maintain stability and guide their teams through difficult times.

Composure and resilience are crucial for effective leadership. Composure helps leaders make clear decisions during challenging times, allowing them to assess situations objectively and choose the best course of action. Resilient leaders can overcome challenges and inspire their teams to do the same, promoting perseverance and determination. Real-world examples include CEOs staying calm during crises, guiding their companies through turbulent times, and team leaders staying focused and motivating their teams despite obstacles.

 

Developing Composure and Resilience

Developing composure and resilience requires deliberate practice and the adoption of specific strategies. Here are some practical approaches based on insights from influential thinkers:

 

Cultivate Grit (Angela Duckworth)

Grit involves a combination of passion and perseverance towards long-term goals. Angela Duckworth emphasises that leaders must identify what motivates them and commit to these passions. By developing grit, leaders can maintain their motivation and drive even in the face of challenges.

  • Identify and Pursue Passion: Discover what you’re passionate about and commit to pursuing it.
  • Develop Persistence: Cultivate a mindset of persistence and determination towards your goals.
  • Practice Resilience: Embrace setbacks as opportunities to learn and grow stronger.

 

Practice Optimism (Martin Seligman)

Martin Seligman’s work on learned optimism highlights the importance of maintaining a positive outlook. Optimistic leaders can navigate difficulties more effectively and inspire their teams to stay hopeful and focused. Developing optimism involves actively challenging negative thoughts (and language) and fostering gratitude and strength-based approaches.

  • Challenge Negative Thoughts: Actively challenge pessimistic thoughts and replace them with more optimistic ones.
  • Focus on Strengths: Use your strengths to navigate through challenges and setbacks.
  • Cultivate Gratitude: Regularly practice gratitude to enhance positive emotions and resilience.

 

Embrace Vulnerability (Brene Brown)

Brene Brown’s research underscores the value of vulnerability in building authentic connections and resilience. Leaders who embrace their imperfections and set clear boundaries can foster trust and empathy within their teams, leading to stronger, more resilient relationships.

  • Embrace Imperfections: Recognise and embrace your vulnerabilities and imperfections.
  • Set Clear Boundaries: Establish and maintain clear boundaries in your relationships and life.
  • Practice Empathy: Develop empathy towards yourself and others to build connections and resilience.

 

Encourage Antifragility (Nassim Nicholas Taleb)

Nassim Nicholas Taleb’s concept of antifragility suggests that systems and individuals can grow stronger through stress and challenges. Leaders can cultivate antifragility by embracing uncertainty, diversifying their experiences, and viewing failures as valuable learning opportunities.

  • Embrace Uncertainty: See volatility and uncertainty as opportunities for growth and adaptation.
  • Diversify Experiences: Seek diverse experiences and exposures to build resilience.
  • Learn from Failures: View failures as learning opportunities and use them to improve and grow.

 

Cultivate Mindfulness (Rick Hanson)

Rick Hanson advocates for mindfulness to enhance self-awareness and emotional regulation. Mindful leaders can stay present and calm, even in stressful situations, which helps them make better decisions and build emotional resilience.

  • Practice Mindfulness: Engage in regular mindfulness practices to enhance self-awareness and emotional regulation.
  • Savour Positive Experiences: Deliberately savour positive moments and experiences to build inner resources.
  • Cultivate Kindness: Foster kindness and compassion towards yourself and others to enhance resilience and well-being.

 

Composure and resilience are critical traits for effective leadership. They enable leaders to navigate challenges, make sound decisions, and inspire their teams. Leaders can develop these essential qualities by cultivating grit, practising optimism, embracing vulnerability, encouraging antifragility, and cultivating mindfulness. Developing composure and resilience is a continuous journey. Still, the benefits for leaders and their teams are worth the effort.

Photo by Dulcey Lima on Unsplash

 

 

learning & change

1 leaders/ 2 strategy/ 3 culture/

Uncover a leadership vision

What is a Leadership Vision?

A leadership vision is an ideal that guides leaders as they develop themselves, motivate others, and balance ambition with practical realities. It articulates a compelling future state that inspires individuals and serves as a roadmap for decision-making and aligning efforts toward shared objectives.

 

What’s the benefit of working with vision?

Leaders can improve their ability to make strategic decisions and inspire their teams by developing clear mental representations of their desired future state. This involves continuous refinement through deliberate practice, seeking feedback, and reflective thinking. Developing an individual and collective vision offers benefits relating to strategic alignment, fostering creativity and innovation, and enhancing personal agency and resilience amidst challenges.

 

Individual Vision vs. Collective Vision

Distinguishing between individual and collective visions is crucial for organisational coherence and alignment. While a leader’s personal vision reflects their aspirations and values, a collective vision represents shared goals and aspirations that unite teams and stakeholders. Aligning individual visions with the broader organisational vision fosters a sense of ownership and commitment among team members, driving collaborative efforts towards common objectives.

 

Supporting Collective Vision with Individual Vision

Leaders can leverage their personal vision to inspire and shape the organisation’s collective vision. By aligning personal values and aspirations with organisational goals, leaders foster a culture of authenticity and alignment. Building consensus around a shared vision requires transparency, inclusivity, and effective communication that resonates with stakeholders at all levels.

 

Uncover a Leadership Vision:

Here are some steps to help you uncover and develop a leadership vision:

  1. Gather the Vital Ingredients: Consider essential elements such as personal values, stakeholders’ expectations, and strategic intent for the organisation. Reflect on your strengths and relevant situational or environmental factors influencing your leadership context.
  2. Imagine a Desired Future State: Envision a positive and inspiring future for your organisation. Visualise the outcomes you wish to achieve and the impact your vision will have on stakeholders and the broader community.
  3. Make Your Vision Tangible: Translate your envisioned future into a concrete vision statement that captures the essence of your desired future state story. A compelling vision statement is essential for communicating your vision effectively to stakeholders and aligning their efforts towards common goals.
  4. Nurture and Evolve Your Vision: Share your vision story with others to gather feedback and insights. Embed your vision into personal actions and organisational initiatives to demonstrate commitment and inspire confidence among team members. Keep your vision alive through ongoing dialogue, reflection, and adjustments based on evolving circumstances and stakeholder feedback.

 

Implementing and Evolving

Deep listening and dialogue are crucial for aligning stakeholders around a shared vision. Leaders must embody the values and behaviours outlined in the vision statement, leading by example. Continuous communication and dialogue ensure the vision remains relevant and inspires collective action towards organisational goals.

 

Challenges and Considerations

Developing and maintaining a leadership vision presents challenges. Leaders need to navigate uncertainty and complexity with authenticity and adaptability, fostering a culture of trust and openness where diverse perspectives contribute to the evolution and refinement of the vision over time.

 

A leadership vision is a foundational element that helps organisations navigate complexity with clarity and purpose. By embracing a reflective and adaptive approach, leaders can develop and nurture a vision that inspires innovation, resilience, and sustained success.

Photo by Anastasia Petrova on Unsplash

 

 

 

 

 

 

 

 

 

 

learning & change

1 leaders/ 2 strategy/ 3 culture/

Trust and Credibility

Trust and credibility are crucial in leadership for building successful relationships, teams, and organisations. Understanding these fundamental elements, as defined by thought leaders such as Stephen M.R. Covey, Brené Brown, Kouzes and Posner, and Marshall Goldsmith, is essential for any leader aiming to create a positive and productive environment.

 

Trust can be described as a solid belief in an individual’s dependability, truth, or capability. It involves integrity, dependability, and uniformity in actions and decisions. Credibility, on the other hand, is the quality of being relied on and believed in. It is established through demonstrating competence, dependability, and honesty over time.

 

Building Trust

Here are some practices leaders can apply to build trust and credibility.

 

Act with Integrity:

Acting with integrity means consistently aligning actions with values and commitments. Leaders who do what they say they will do and uphold ethical standards build a reputation for reliability and trustworthiness.

  • Consistently align actions with values and commitments: Ensure that decisions and actions consistently reflect your values and ethical standards. Leaders who demonstrate integrity build a reputation for trustworthiness and reliability.
  • Be transparent and honest in all communications: Transparency fosters trust by ensuring that information is shared openly and honestly. Honest communication, even when delivering difficult messages, strengthens trust and credibility.
  • Uphold ethical standards and hold others accountable: Establish clear guidelines and policies and sanction violations accordingly. Holding oneself and others accountable for ethical behaviour reinforces a culture of trust and integrity.

 

Grow Connection:

Building trust requires open communication, active listening, empathy, and a willingness to extend trust to others. This approach fosters genuine relationships and encourages collaboration and innovation.

  • Open communication channels: Create an open environment where team members feel comfortable sharing ideas, concerns, and feedback. Open communication builds trust by promoting transparency and inclusivity.
  • Practice active listening and empathy: Actively listen to others without judgment and demonstrate empathy for their perspectives and feelings. Genuine empathy builds rapport and trust, showing others that their opinions and emotions are valued.
  • Extend trust to others: Delegate responsibilities and decision-making authority appropriately, demonstrating confidence in team members’ capabilities. Trusting others encourages autonomy and empowerment, fostering a positive and collaborative work environment.

 

Model Consistency:

Leaders who demonstrate reliability and predictability in their actions reinforce their credibility and build trust over time.

  • Establish clear expectations and guidelines: Define roles, responsibilities, and performance expectations to avoid misunderstandings and promote consistency. Clarity in expectations helps team members understand what is expected of them, enhancing trust and accountability.
  • Demonstrate reliability in decision-making: Base decisions on consistent principles and fair processes. Consistent decision-making builds trust by demonstrating predictability and fairness.
  • Be predictable in behaviour and responses: Maintain consistency in behaviour, reactions, and responses to various situations. Predictability in leadership fosters a sense of stability and reliability among team members, enhancing trust and confidence.

 

Build Capability:

Leaders who continually enhance their skills and knowledge inspire confidence in their ability to lead effectively and navigate challenges.

  • Invest in continuous learning and development: Commit to ongoing personal and professional growth through training, workshops, and learning opportunities. Leaders who continually improve their skills and knowledge inspire confidence in their ability to lead effectively.
  • Seek feedback and actively apply it: Solicit feedback from peers, mentors, and team members to gain insights into strengths and areas for improvement. Actively applying feedback demonstrates a willingness to grow and adapt, fostering trust and respect.
  • Mentor and coach others to enhance their skills: Identify and develop the strengths of team members through mentoring and coaching. Supporting others in their professional growth cultivates a culture of learning and trust within the team.

 

Deliver Results:

Trust is ultimately solidified through consistent, high-quality results. Leaders who achieve objectives and produce meaningful outcomes build a track record of success that enhances their credibility and inspires trust in their leadership capabilities.

  • Set ambitious yet achievable goals: Collaborate with team members to set clear, challenging goals that align with organisational objectives. Ambitious goals inspire motivation and commitment, while achievable milestones build momentum and trust.
  • Monitor progress and adjust strategies as needed: Regularly assess performance metrics, adjust strategies to overcome challenges, and capitalise on opportunities. Adaptive leadership demonstrates responsiveness and commitment to achieving results.
  • Communicate achievements and outcomes effectively: Share successes and outcomes with stakeholders and team members transparently. Effective communication of achievements reinforces credibility and celebrates collective efforts, fostering trust and collaboration.

 

Challenges and Solutions

Despite the clear benefits of building trust and credibility with others, there are many challenges to navigate:

  • Building trust in a distrustful organisation can be tricky due to past issues that cast a shadow. Leaders can rebuild trust by being transparent, sharing information openly, and consistently acting with integrity. Holding yourself and others accountable also shows reliability, gradually restoring confidence in leadership.
  • Balancing transparency and confidentiality can be complex. Clear communication about what can and cannot be shared helps maintain trust. Defining roles and goals clearly reduces misunderstandings, aligns everyone’s expectations, and boosts trust and confidence.
  • Addressing personal biases means leaders should be aware of their own biases, seek feedback, and value diverse perspectives. This openness fosters trust by ensuring fairness and respect for different viewpoints, creating a supportive environment where trust can thrive.

 

Trust is not built overnight but grows steadily through sustained effort and genuine engagement with others. Leaders who consistently demonstrate these principles strengthen their credibility and inspire others to contribute their best to shared goals and aspirations.

Photo by Joshua Hoehne on Unsplash

 

 

 

 

 

 

 

 

learning & change

1 leaders/ 2 strategy/ 3 culture/

Working with Personal Values in Developing a Leadership Perspective

Effective leadership goes beyond technical skills and expertise; it requires a deep connection to one’s core values. Values-driven leadership fosters authenticity, resilience, and trustworthiness, essential for leading effectively. This article explores the importance of working with personal values through four key actions: distilling values, committing to valued actions, developing mindful awareness, and building flexibility.

 

Understanding Values vs. Goals

Values are fundamental beliefs that guide our actions and decisions. These convictions are deeply personal and can vary greatly from person to person. Another definition of values is, as chosen life directions that reflect what is most important to us. They are ongoing, dynamic principles that provide a sense of purpose and meaning. Unlike goals, which are specific, achievable outcomes, values are about the direction in which we want to move throughout our lives. For instance, while a goal might be to complete a project by a certain deadline, a value might be to embody integrity and excellence in work.

See the end of this post for a list of values to prompt your thinking.

1. Distil Your Values

The first step in values-driven leadership is identifying and clarifying your core values:

  • Sort Your Values: Reflect on what principles are essential for you to live a fulfilling life. Make a long list or work with a sample pack of value statements. Sort them into three categories: values that matter most, matter somewhat and matter least. To help consider:
    • Is this who I am at my best?
    • Do I use it as a filter to make hard decisions?
    • Does it reflect who I am at my core?
    • Is it essential for me to live a fulfilling life?
  • Rank Your Values: Prioritise these values to understand which are most important to you. This ranking helps guide your actions and decisions, ensuring they align with your deepest beliefs.

This process acts as a compass, providing direction in complex and challenging leadership situations.

 

2. Commit to Valued Actions

Identifying values is only the beginning; the next step is to translate these values into concrete actions:

  • Set Goals Aligned with Values: Develop specific, actionable goals that reflect your values in action. Think about how you might create the conditions for living more in line with your values. For example, if you value innovation, set goals that encourage creative problem-solving within your team.
  • Persistent Effort: Commitment requires persistence, especially when faced with obstacles. Embrace the challenges that come with pursuing your values-driven goals, as these efforts build resilience and authenticity. Build in ways to keep yourself accountable for your actions. Recognise that competing priorities will emerge and unhelpful thoughts and feelings will show up to pull you away from some of your plans.

Committing to valued actions ensures that your leadership is consistent and purpose-driven.

 

3. Develop Mindful Awareness

Mindful awareness involves being present and attentive to your inner experiences, particularly the thoughts and emotions that may hinder values-based actions:

  • Notice Inner Dialogue: Observe your internal dialogue without judgment. Recognise thoughts and feelings that might discourage you from acting according to your values, such as self-doubt or fear of failure. The idea is that if you can create some space between the thought and you as the observer, you are less likely to get unhelpfully hooked and dragged away from your values-based action.
  • Mindful Practice: Incorporate mindfulness practices, such as meditation or journaling, to enhance your awareness and acceptance of these internal experiences. This awareness helps you stay committed to your values despite internal resistance. Being able to distinguish a legitimate, constructive thought from a reactive /defensive and unhelpful ‘auto-pilot’ script, takes ongoing practice.

Developing mindful awareness allows you to navigate internal obstacles and remain aligned with your values.

 

4. Build Flexibility

While it’s essential to have a strong connection with your values, it’s equally important to hold them lightly:

  • Regular Review: Periodically review your values to ensure they still align with your current life circumstances and leadership context. Life changes, and so should your understanding and application of your values.
  • Adapt for Workability: Be willing to adapt your values and the actions associated with them. When you notice that your values or the behaviours you associate with them are not supporting you in a sustainable manner, be open to change. This isn’t about letting go of things that matter. Rather, it is about adapting your ways of thinking to give you more positive options for living a values-based life. This flexibility ensures that your values are workable over time and that they continue to serve you positively.

Adapting for workability allows leaders to maintain authenticity while being responsive to change.

 

Integrating personal values into leadership development creates a strong foundation for authentic and effective leadership. By distilling your values, committing to valued actions, developing mindful awareness, and building flexibility you can cultivate a leadership perspective that is resilient, trustworthy, and deeply fulfilling. This approach not only enhances personal growth but also inspires and empowers those you lead, fostering a more engaged and motivated team.

Here is a list of values to spark your thinking:

Cluster 1: Personal Attributes

  • Authenticity (Genuineness, Realness, Truthfulness)
  • Courage (Bravery, Fearlessness, Fortitude)
  • Humility (Modesty, Meekness, Unpretentiousness)
  • Integrity (Honour, Rectitude, Uprightness)
  • Self-awareness (Consciousness, Self-examination, Self-observation)
  • Self-care (Self-nurturing, Self-pampering, Self-attentiveness)
  • Self-control (Discipline, Restraint, Self-discipline)
  • Self-development (Personal Growth, Self-improvement, Progress)
  • Self-respect (Self-esteem, Dignity, Self-regard)
  • Self-reflection (Introspection, Self-analysis, Self-evaluation)

Cluster 2: Positive Relationships

  • Compassion (Empathy, Kindness, Mercy)
  • Friendship (Companionship, Camaraderie, Fellowship)
  • Kindness (Benevolence, Compassion, Gentleness)
  • Love (Affection, Adoration, Devotion)
  • Loyalty (Devotion, Faithfulness, Allegiance)
  • Supportiveness (Helpfulness, Assistance, Encouragement)
  • Forgiveness (Pardon, Absolution, Reconciliation)
  • Gratitude (Appreciation, Thankfulness, Acknowledgment)
  • Trust (Reliance, Confidence, Trustworthiness)
  • Respect (Admiration, Esteem, Regard)

Cluster 3: Inner Harmony and Well-being

  • Balance (Equilibrium, Harmony, Stability)
  • Happiness (Joy, Contentment, Bliss)
  • Inner Peace (Tranquillity, Serenity, Calm)
  • Mindfulness (Awareness, Presence, Consciousness)
  • Patience (Forbearance, Tolerance, Endurance)
  • Pleasure (Enjoyment, Delight, Gratification)
  • Spirituality (Religiousness, Faith, Belief)
  • Skilfulness (Expertise, Proficiency, Skill)
  • Health (Well-being, Fitness, Wellness)
  • Contentment (Satisfaction, Fulfillment, Gratification)

Cluster 4: Positive Attitudes and Growth

  • Achievement (Success, Accomplishment, Attainment)
  • Curiosity (Inquisitiveness, Wonder, Interest)
  • Encouragement (Support, Reinforcement, Motivation)
  • Learning (Education, Knowledge Acquisition, Study)
  • Growth (Development, Advancement, Progress)
  • Openness (Transparency, Candidness, Receptivity)
  • Open-mindedness (Receptiveness, Flexibility, Tolerance)
  • Optimism (Positivity, Hopefulness, Confidence)
  • Responsibility (Accountability, Duty, Obligation)
  • Innovation (Creativity, Originality, Novelty)

Cluster 5: Integrity and Honesty

  • Authenticity (Genuineness, Realness, Truthfulness)
  • Fairness (Equity, Justice, Impartiality)
  • Honesty (Integrity, Sincerity, Truthfulness)
  • Integrity (Honour, Rectitude, Wholeness)
  • Justice (Fairness, Equity, Righteousness)
  • Trustworthiness (Reliability, Dependability, Credibility)
  • Accountability (Responsibility, Answerability, Liability)
  • Transparency (Openness, Clarity, Lucidity)
  • Sincerity (Honesty, Truthfulness, Genuineness)
  • Equity (Fairness, Impartiality, Equality)

Cluster 6: Community and Citizenship

  • Citizenship (Community Membership, Civil Responsibility)
  • Community (Society, Neighbourhood, Public)
  • Contribution (Participation, Involvement, Giving)
  • Cooperation (Collaboration, Partnership, Synergy)
  • Equality (Equity, Fairness, Parity)
  • Reciprocity (Mutuality, Give-and-take, Exchange)
  • Inclusivity (Diversity, Open-mindedness, Acceptance)
  • Solidarity (Unity, Togetherness, Support)
  • Service (Assistance, Aid, Help)
  • Diversity (Variety, Multiformity, Heterogeneity)

Cluster 7: Adventure and Fun

  • Adventure (Exploration, Excitement, Thrill)
  • Excitement (Thrill, Stimulation, Exhilaration)
  • Fun (Enjoyment, Amusement, Pleasure)
  • Fun-loving (Playful, Enjoyable, Merry)
  • Humour (Comedy, Wit, Jocularity)
  • Novelty (Freshness, Uniqueness, Originality)
  • Thrill (Excitement, Adrenaline, Elation)
  • Playfulness (Light-heartedness, Joviality, Frolic)
  • Exploration (Discovery, Investigation, Survey)
  • Enjoyment (Pleasure, Delight, Satisfaction)

Photo of our Soji values pack – reach out if you’d like to purchase a pack info@soji.com.au.

For other resources on values activities have a look at;

https://brenebrown.com/resources/dare-to-lead-list-of-values/

https://brenebrown.com/resources/living-into-our-values/

https://www.actmindfully.com.au/wp-content/uploads/2019/07/Values_Checklist_-_Russ_Harris.pdf