The H.E.A.R.T. of Leadership
Understanding Key Characteristics Which Strengthen Organizational Capacity
by
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Understanding Leadership
“Great leaders don’t set out to be a leader…They set out to make a difference. It’s never about the role – always about the goal.” ~Lisa Haisha
Why do we need theories to explain leadership? Several theories seek to explain various leadership styles and their impact on the effectiveness of organizations. Some theorists argue that while leadership is widely observed, it is universally misunderstood. This is due in part to the common misperceptions, or assumptions, about leadership.
Basic Assumptions
There are assumptions about human nature that ultimately influence leadership. The Realist-Relativist-Contingency school of thought explains that there is a worldview of leadership which is conflicted due to several assumptions.
O’Toole’s Basic Assumptions of Leadership:
• People are by nature evil and self-interested, thus they must be controlled;
• Human groups are given to anarchy;
• Progress comes from discipline, order, and obeying tradition;
• Order arises from leadership;
• There can only be one leader of a group;
• The leader is the dominant member of the group;
• Leadership is an exercise of power;
• Any sign of weakness will undercut the leader’s authority;
• Loyalty, effort, and change can be commanded successfully (Stark, 2005, p. 13-14).
Basic assumptions about leadership create a distorted view of what leadership is and why it is necessary. It further perpetuates an illusion for individuals seeking leadership positions and determining the leadership style that best fits their organization. As a leader, it is necessary to develop a style of leadership that will allow him or her to lead others toward accomplishing the mission of the organization. The leadership style of the leader determines how motivated employees will be to complete tasks as assigned. As a follower, my best experience was with a leader who demonstrated a thorough knowledge of the policy and procedures and led with a spirit of team leadership which empowered each follower to have a positive ‘can-do’ attitude.
What is Leadership?
Ultimately, leadership theories identify as well as describe behaviors of the most successful leaders. Leadership experts Bruce Winston and Kathleen Patterson define leadership as the honest guidance and training led by a visionary who is capable of persuading others and obtaining buy-in to the mission of an organization. In other words, a leader must be able to persuade, or influence, individuals toward a specific goal. To effectively meet the goals of an organization the leader must be able to coach the followers and manage the group’s productivity. This last part is worth repeating. Though there is a clear distinction between leadership and management, the two words are often misunderstood and used interchangeably. From a sociological perspective, leaders are viewed by what they represent. In other words, leaders are observed, symbolically, as a social force that brings about change or social order. Extraordinary leaders can create social order, ultimately changing the culture of the organization to complete the mission. To effectively achieve the mission of organizations, leaders must consider their most important resources, the workers, and ensure that they share the same espoused values as the leader. What are the main qualities of a leader? Leadership experts J. Scott Duvall and J. Daniel Hays (2012) identify four main qualities that leaders possess as the following: honesty, forward-looking, competency, and inspiration (p. 36).
Leadership as a Calling
We must first recognize that leadership is a calling. The call to leadership bears a responsibility that allows individuals to inspire and influence others. While leadership roles are prominent, highly regarded positions, leadership positions can attract persons seeking to have the title, but for all of the wrong reasons. Leadership, by all accounts, is not for everyone. Researchers agree that, in most cases, individuals do not choose their life’s work but are undoubtedly led to them. With this in mind, one can infer if we are open to hearing, we will be led to doing what we have been called to do. We may have preconceived notions of the direction we would like to go or have desired goals for which decisions are based upon. While we are allowed to make choices, other aspects are inherently factored into those decisions. For instance, individual gifts, talents, and aptitude are all factors that extend beyond our natural desires. Those who are called into leadership are given capabilities that must be sustained to fulfill their God-given purpose. “You did not choose me, but I chose you and appointed you so that you might go and bear fruit - fruit that will last - and that whatever you ask in my name the Father will give you” (John 15:16). When leaders are called into their role, they are reminded not only does God call them to a specific purpose, but also, He will equip them with the capability to complete the mission.
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About the Book
The H.E.A.R.T. of Leadership: Understanding Key Characteristics Which Strengthen Organizational Capacity examines characteristics of leadership that helps to motivate employees’ efforts toward organizational goals. It further highlights the impact that Humility, Empathy, Agility, Responsibility, and Transparency (H.E.A.R.T.) has on the leader-follower relationship, affecting organizational productivity. While successful leaders are capable of motivating others toward common goals, extraordinary leaders can create social order, change organizational culture, and complete the mission of an organization. For this to occur, leaders must consider the organization’s most viable resources; its workers. Additionally, leaders should ensure that workers share the same espoused values as the leaders. This book explicates the critical nature of leadership characteristics on the overall effectiveness of organizations led by those with the H.E.A.R.T. to lead.
“I particularly appreciated Carla’s insights in two areas; the sociological perspective and the leadership calling. A key thought from the Sociological perspective is ‘From a sociological perspective, leaders are viewed by what they represent. As Carla addresses leadership calling, she notes ‘Those who are called into leadership are given capabilities that must be sustained to fulfill their God-given purpose’ and ‘While many challenges exist for leaders when considering whether to make organizational changes, today’s Christian leaders can transform their organizations when using Scripture as a guide.’ This was insightful throughout. Congratulations Dr. Brown!”
Dr. Diane Wiater, Regent University
About the Author
Dr. Carla D. Brown holds a doctoral degree in Strategic Leadership and currently serves as a Training and Development Director at the University of South Carolina as well as an Adjunct Professor for Regent University. Throughout her 25-year career, she has had an opportunity to work at every level of management across multiple industries. Dr. Brown utilizes her experiences to provide consultancy and training to impact workforce development. She lives in Columbia, SC and has a son, Tyler.