Mimicry. We see this both in nature and in the workplace. Whether it's the viceroy butterfly attempting to look like its more attractive counterpart, the monarch (I’m partial), or if it’s the malleable mind of an employee who mimics a leader’s behaviors, we must create organizational frameworks that encourage an environment that fosters leadership.
What steps can organizations take to mold future leaders and help individuals reach their full potential?
Mentorship.
Formalized mentor programs are implemented to help people evolve. Whether a person is a new or tenured employee, the act of mentorship is invaluable. Mentors can shed light into life experiences: missed opportunities, successes, behavioral shortcomings, moments of strength… The list goes on. Organizations have an opportunity to help employees advance in more ways than one when a flexible but scalable mentor program is put into place.
[But here’s the thing -- if there isn’t a mentor program, that should not stop you from seeking out a mentor. Notably to my female audience, do not be afraid to ask for time from someone you respect. Observe the people you want to mirror and ask yourself why. Request time with this person.]
Acknowledgment.
I mention acknowledgment more than I do not. Why? It’s a powerful way to establish relational trust and respect. Furthermore, it increases discretionary effort (who doesn’t want to work harder for someone they respect and appreciate?). If you find yourself in a work environment without acknowledgment, the organization is missing the mark. Herein lies an opportunity: It can start with you. Acknowledge your colleagues, your direct reports, and even your boss. A contagion of acknowledgment can change workplace cultures into supportive, accountable ones.
Consistency.
Can your colleagues count on you? In an organization where leaders are notoriously late for meetings, cut off counterparts to take calls, and interrupt repeatedly to hear their own voice, there is little hope for the next class. Consistency is a double-edged sword. Do you want to be consistent? Craft what you want it to mean for yourself. To me, being consistent means many things. That I deliver work in a timely way, done with thought, effort, and a scrutinizing eye. But it also means being a confidant, and a voice of reason. It means providing emotional regularity, and being truthful about distractions. The truth is, consistency simply defines a repeatable pattern. This is why it is essential to craft what consistency means within your organization. Consistent leaders can encourage collaboration, trust, and accountability.
We absorb tendencies from people we are around the most. And there’s no spoiler here, we spend a lot of time at work - at least 10 continuous years of our life. Great place to pick up habits, but it’s an even better place to practice habits, and teach others those habits.
Foster leadership by being a mentor, by acknowledging others, and by consistently leading by example. If you want your organizations to foster an environment of leadership, it starts with you.
First published on LinkedIn.