Building Leadership Character

Character is an important part of the practice of leadership. The December CCL newsletter featured an article “Building Character: Strengthening the Heart of Good Leadership Don’t Give Up On Leadership Character” which discusses the the key components of building leadership character based on the book by Gene Klann, Building Character: Strengthening the Heart of Good Leadership“. Based on the book, the newsletter provides the following character building advice:

To develop leadership character, leaders should focus on their behavior, make small adjustments over time and commit to consistency.

• Focus on Behavior Leadership character shouldn’t be an abstract or vague concept. “Leadership character is about tangible behavior,” Klann explains. It is what leaders say and do – regardless of what inner qualities they may possess or thoughts they may cherish – that determines their reputation and good name. By focusing on behaviors, then, leaders can build and strengthen their character. They can learn how to speak and act in ways that reflect positive character qualities such as courage, caring, self-control, optimism and effective communication. “None of these attributes is innate, and all five of them lie at the heart of effective leadership,” says Klann.
• Adjust, Don’t Overhaul Of course, changing behaviors isn’t always easy. “A behavior that a person has practiced for several decades will not change overnight,” Klann explains. “However, most people can see when there is an advantage to changing certain behaviors and can take action. Typically, adults change their behavior to gain something positive or to avoid something negative.” The key is to go about change in terms of adjusting behavior, rather than expecting wholesale, instant change.
• Be Consistent “A leader’s reputation is based on his or her behavior over time,” says Klann. When a leader’s pattern of behavior consistently reflects strong character, the result is greater respect and trust and stronger emotional connections between such leaders and their employees.

The Five E’s Of Character Development

How can leaders establish an effective process of character development for themselves and for their subordinates? CCL’s Gene Klann says to follow the “Five E’s.”

1. Example: Leadership by example leverages the natural human tendency to emulate the behavior of individuals held in high esteem. A leader’s behavior sets the standard for the entire organization.
2. Education: Leaders and organizations should find ways to discuss the importance of character, the potential pressures on and challenges to character, and the short- and long-term implications of a lapse of character. Education might include discussions of case studies and scenarios that involve difficult moral or ethical choices.
3. Environment: The organization’s culture is shaped and developed over time by the actions and values of people in the organization. Senior leaders can establish an environment that is open to character development by creating a clear, detailed, practical set of organizational values and by ensuring that everyone in the organization lives those values.
4. Experience: Senior leaders should ensure that high-potential employees are given “stretch” jobs and assignments requiring them to make difficult choices, which can help them better understand and develop character. These experiences also provide good indications of the character strengths and weaknesses of those who might become the future leaders of the organization.
5. Evaluation: Clear expectations regarding patterns of behavior need to be established and communicated. Leaders can then use feedback sessions and performance evaluations to gauge their progress, reviewing specific instances when their character was challenged and either stood fast or cracked.

This sounds like a good leadership book, it’s rare to find a book that provides solid and practical advice on building one’s character. Definitely a book on my “to be read” list for 2007.

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