I am often asked why I am so obsessively focused on building emerging leaders instead of starting with leaders at the top with The Nine Essentials of Significant Leadership.
As we head into the third decade of the 21st century, the need for significant leadership has never been more acute, and my experience is that the current C-Suite is not interested in changing its focus. You see, guiding and building new significant leaders is the single most important duty of a leader – genuinely seeing and valuing each and every member of the organization for who they are and what they bring to the table.
Significant leadership seeks to create a legacy of strength in diversity, power in compassion, resilience in empathy and results through accountability. Diversity is essential to a functioning society. Significant leadership allows not only for diversity but also for equity and inclusion. And that creates a stronger sense of belonging and a more robust buy-in to the organization’s purpose, mission, and vision. With a nation fiercely and vocally divided on many subjects and the differing priorities of now a majority millennial workforce, if organizations want not only to survive but also thrive, there has to be a shift in focus and priorities. And while my nine essentials of significant leadership may seem very conceptual and theoretical, my experience has proven that they resonate strongly with emerging leaders – which is a very encouraging sign. The bottom line deliverables of increased productivity, reduced attrition, increased market share and customer satisfaction, and increased profitability will all take care of themselves if leaders filter all they do through the lens of The Nine Essentials of Significant Leadership.
Read Lauren’s Whitepaper on The Nine Essentials of Significant Leadership.