Spark

“Leadership isn’t tied to a title – it’s tied to your behavior. True leaders can spark inspiration and innovation at any level.”

1. Leadership Transcends Titles: Sparks Can Exist Anywhere

Leadership is often thought of as a quality reserved for those in powerful positions, but anyone can exhibit leadership qualities. Sparks are individuals who inspire and motivate others through their actions, creating a ripple effect of change and innovation. They do not limit their contributions by position or title.

People with spark-like qualities often outperform their roles. Angie Morgan recalls a colleague in her pharmaceutical sales job who exceeded expectations, building strong relationships and serving as a role model for new recruits. Although this colleague didn’t see herself as a leader, her behavior exemplified leadership.

With rapid changes in the modern business world, companies need sparks at all levels. These individuals bring fresh ideas and energy, ensuring constant evolution. Without such dynamic workers, even the best technological upgrades can fall flat in creating progress.

Examples

• A janitor proposing eco-friendly cleaning methods to cut costs and reduce waste.
• A customer service rep stepping up to create a streamlined process for handling complaints.
• A graphic designer inspiring team collaboration by sharing creative solutions during meetings.

2. Creative Thinking Fuels Sparks

Sparks approach challenges with creative thinking, leveraging cognitive flexibility to solve problems. This means they shift their mindset to discover innovative perspectives, whether addressing work disputes or technical hiccups.

If a toaster breaks, most people instinctively find alternative bread-toasting methods. Sparks take the same problem-solving ability to human interactions. For instance, reframing feedback delivery helped a teammate repair a strained working relationship by improving communication with a sensitive colleague.

Cognitive discipline complements this skill. By pausing instinctive reactions, sparks respond thoughtfully to criticism or issues. For example, instead of defensively reacting to feedback, they ask clarifying questions to make constructive adjustments.

Examples

• A team leader mediating a conflict by reframing opposing perspectives.
• An analyst finding creative workarounds after delayed data insights.
• A salesperson resolving client concerns by adapting their sales pitch style.

3. Core Values Build Credibility

Sparks establish and adhere to strong core values to build trust and offer consistency in words and actions. Clearly defined values act as decision-making compasses, guiding sparks through personal and professional challenges.

One woman learned the importance of values the hard way. She accepted a job at a prestigious company, later realizing its impersonal culture conflicted with her focus on employee kindness. Stronger upfront awareness of her values could have helped her avoid this mismatch.

Hypocrisy damages trust; failing to uphold values can disillusion coworkers. Leaders should periodically compare recent actions with their values and ensure they’re aligning. Self-reflection allows sparks to maintain authenticity and strengthen relationships.

Examples

• Respecting family time by sticking to a no-Sundays-work boundary.
• Refusing to work for companies that engage in unethical practices.
• Following through on promises, such as mentoring junior staff.

4. Follow-Through Creates Reliability

Sparks prioritize reliability by delivering on commitments. They consciously minimize their "say-do gap" – the difference between promises made and actions taken. This practice makes them dependable and motivates others to match their consistency.

Setting accurate expectations is critical for sparks, as both explicit and implicit workplace expectations matter. For instance, this might include both meeting job descriptions and informal behaviors like offering to support colleagues when needed.

Courtney Lynch, while stationed in Japan with the Marines, strengthened morale by listening to military families’ concerns about their events. When she addressed these, her team’s spirits lifted. Sparks keep communication channels open to capture unarticulated expectations and act accordingly.

Examples

• Following up with promised project updates on time.
• Double-checking a task’s accuracy before declaring it finished.
• Improving morale by instituting team-friendly policies after feedback.

5. Taking Responsibility Sets Sparks Apart

Passing blame is commonplace, yet sparks see challenges as opportunities for ownership and growth. Despite instincts like fear or shame, sparks confront problems head-on, acknowledging their role in the issue before seeking solutions.

The Lead Star authors encountered lower sales after hiring a new representative. Rather than assign blame, they realized clients preferred direct communication with the founders. Rebuilding client relationships themselves resolved the situation and boosted outcomes.

By taking accountability, sparks demonstrate maturity. Taking responsibility not only solves problems faster but also builds respect among peers and team members.

Examples

• Rectifying a missed deadline by proposing solutions, not excuses.
• Acknowledging communication errors and finding collaborative fixes.
• Addressing project failures with team self-reflection and adjustments.

6. Understanding Needs Strengthens Teams

A spark’s success often lies in identifying and addressing others’ needs. Maslow’s hierarchy of human needs demonstrates that basic support enables high-level productivity. Sparks foster environments where all personal or professional needs are recognized and addressed.

Maslow’s pyramid suggests that productivity can only thrive after basics like food and safety are met. Sparks create open forums where colleagues can voice unseen struggles. For example, noticing a boss’s stress, one spark researched and prepared a presentation his manager hadn’t requested – which significantly helped.

Proactive thoughtfulness makes sparks integral, reminding teams they work best together, not in isolation.

Examples

• Welcoming team suggestions and implementing helpful feedback.
• Offering solutions when colleagues appear stressed.
• Modifying workloads temporarily if team members face personal struggles.

7. Past Achievements Inspire Confidence

Sparks view challenges with confidence by drawing strength from past experiences. These moments of triumph provide reassurance, even in new or difficult situations.

Sean Lynch leaned on his Air Force mission-training successes while navigating initial struggles as a Delta commercial pilot. Reflecting on previous accomplishments gave him a sense of capability, eventually easing him into his new role.

Revisiting personal examples of perseverance arms sparks with the resilience to tackle unforeseen obstacles, fostering a can-do mindset to face farther-reaching challenges.

Examples

• Cataloging accomplishments in a journal for reference during crises.
• Publicly attributing personal success to lessons learned from past failures.
• Using prior challenges to prove adaptability during job interviews.

8. Managing Difficult Emotions Is Key to Growth

Fear and stress, if unchecked, can overwhelm. Sparks manage these emotions by identifying their sources and thinking rationally through potential outcomes. Rather than ignoring feelings, they channel them constructively.

Fear stems from survival instincts rooted in ancestral threats, such as animal predators. Modern fears stem from perceived dangers like job security. Sparks ask: "Is this fear rational?" If so, they move forward with a structured resolution plan aligned with logical choices.

Self-awareness strengthens sparks in dire moments, enabling focus and productive action rather than succumbing to panic.

Examples

• Breathing techniques to reduce anxiety during heated debates.
• Outlining step-by-step solutions instead of spiraling into worry.
• Regular self-check-ins to understand emotional triggers.

9. Sparks Motivate Through Service to Others

True sparks are not self-serving. They cultivate community by proactively assisting and celebrating others’ successes. This behavior generates teamwork-driven achievements, prioritizing collective wins over individual victories.

By helping a colleague struggling to meet a deadline, sparks create mutual respect. Similarly, sparks actively look for ways to elevate team efforts, such as coaching on skill development or introducing tools to boost efficiency.

This proactive, service-based leadership inspires a pay-it-forward culture where everyone feels valued, motivated, and capable of contributing their best work.

Examples

• Volunteering assistance during peak work periods.
• Sharing educational resources to help a team member learn a new skill.
• Offering strategic tips to improve team presentations or pitches.

Takeaways

1. Regularly seek feedback on strengths and areas for growth; don’t shy away from constructive criticism.
2. Limit your "say-do gap" by staying consistent in promises and focusing on actions that align with expectations.
3. Cultivate emotional awareness by recognizing fear and stress triggers, and create rational action plans to address challenges.