The Leadership Challenge

"Leadership is not about personality; it’s about behavior—an observable set of skills and abilities." This book examines how anyone can become a great leader through their actions.

1: Leadership is about behavior, not inherent traits

Leadership isn't reserved for a select few. Rather than being born with a mysterious gift, great leaders develop their skills over time, through effort and intentional action. Leadership is primarily about how you act in relation to others.

Being a role model is central to leadership. People look to those they work with closely, like a parent, teacher, or coach, rather than distant icons. For instance, studies reveal that family members have the most significant impact on shaping leadership impressions. Leaders must realize that their actions inspire others, sometimes even unknowingly.

The idea that practice makes perfect also applies here. Research from Florida State University shows that continuous and deliberate practice, rather than innate talent, leads to high performance in any field. Leadership can be learned and cultivated if one dedicates time and effort to mastering the right behaviors.

Examples

• A tennis coach inspiring a team by practicing alongside them.
• Grandparents teaching values through consistent actions.
• A teacher who demonstrates patience and effort to inspire their students.

2: Knowing and committing to core values fosters trust

Trust in leadership stems from clarity and consistency in values. When leaders frequently change their stance to align with others' opinions, their credibility suffers. It's essential to define and stick to a core set of beliefs.

Leaders begin by identifying their values, using reflections on past experiences to uncover what's most important. These personal values then influence professional environments. For instance, if a leader greatly values initiative, they'll encourage their team to take ownership.

Aligning team members' values with the organization also builds deeper commitment. At General Electric, Hilary Hall boosted team trust by encouraging her group to share personal interests and preferences. This transparency enabled the team to form stronger bonds and aim for shared objectives.

Examples

• A manager having teams discuss their values to unify goals.
• A leader sticking to a principle of fairness in challenging situations.
• Providing clear reasoning when implementing decisions.

3: Leading by example amplifies influence

Actions speak louder than words for leaders. When people observe their leaders behaving congruently with stated values, they naturally follow suit. Without this, demands risk sounding empty or hypocritical.

Steve Skarke demonstrated this when he addressed the untidy state of Kaneka Texas by personally collecting trash. This silent action set a clear example for employees, leading them to start cleaning voluntarily. His focused behavior saw tangible cultural change in the workplace.

Storytelling is another powerful leadership tool. Sharing relatable narratives about values and successes helps spread the message. For example, Phillip Kane, a corporate president, motivated his employees with weekly letters recounting their collective lessons learned.

Examples

• A boss adhering to dress codes they set for their staff.
• Creating a culture of unity by highlighting relatable success stories.
• A leader showing passion by actively participating in challenging tasks.

4: Vision requires vivid imagination

Effective leaders have the ability to think ahead, envisioning outcomes that inspire entire teams. This skill is not about intelligence but the ability to form ambitious, yet realistic, future goals through imagination.

A future-oriented mindset differentiates leaders from their peers. Individuals such as chess masters anticipate several moves ahead, and similarly, leaders must strategically plan for long-term success.

It's important to involve the entire team in this vision to create ownership. For instance, leaders who seek input about mutual goals help employees feel connected to the cause, as Professor Henry Mintzberg’s research highlights.

Examples

• Drawing out a team’s vision through collaborative brainstorming.
• A group planning for a charity event with clear roles and goals.
• A manager explaining a vivid long-term impact while launching new initiatives.

5: Shared purpose inspires collective effort

Effective leaders ignite passion by connecting team members with a bigger cause. Framing work as part of a meaningful effort gives individuals pride and purpose—and improves performance.

Nancy Sullivan proved this in the workplace by hanging up a heartfelt letter explaining why team goals mattered. This simple communication inspired her team to not just meet but exceed their business targets, renewing individual commitment to their roles.

Using symbols and visuals further strengthens this emotional connection. Janet MacIntyre created a symbolic "passport" for her hospital unit staff as they navigated new technology, fostering a feeling of shared adventure.

Examples

• Writing heartfelt messages to remind teams of the mission.
• Creating inspiring visuals like logos or mascots to solidify identity.
• Linking daily tasks to larger community or social benefits.

6: New challenges lead to breakthroughs

Good leaders aren't afraid to step out of their comfort zones and drive change. Taking initiative uncovers hidden opportunities that others may overlook.

Starbucks' story highlights this. A manager took a risk by buying a blender herself to innovate new drinks. Her creation, the Frappuccino, became one of Starbucks’ most iconic offerings once the company embraced the idea. Such stories show how taking small chances can lead to massive gains.

Inquisitive leaders also explore external methods for success, such as mystery shopping or interviewing past customers for valuable feedback on their services.

Examples

• Proposing unique approaches when others hesitate.
• Leaders experimenting with operational tweaks to boost efficiency.
• Studying innovative competitors to spark change internally.

7: Small victories drive momentum

In tackling significant tasks, celebrating small achievements helps maintain motivation. Each win builds optimism and encourages the team to stay driven.

Don Bennett, an amputee who climbed Mount Rainier, took one hop at a time, focusing on reachable steps instead of the daunting summit. This mindset parallels how leaders can emphasize small successes to prevent team overwhelm.

When Kelli Garvanian’s firm struggled, she emphasized learning from every mistake. By creating a feedback culture, she made the workplace innovative and fearless, leading to stronger results.

Examples

• Applauding team milestones during long-term projects.
• Highlighting lessons learned from errors to support growth.
• Creating weekly goals for collaborative progress.

8: Trust fosters strong collaboration

Mutual trust between leaders and their teams unlocks high performance and creativity. Showing vulnerability and asking for feedback builds this trust, as seen in Masood Fakharzadeh’s approach to leading an offshore team.

Cross-team trust is equally crucial for collaboration. It’s why enhancing personal interactions—such as using webcams during team meetings like Wilson Chu’s team did—bolsters stronger relationships.

Examples

• Admitting uncertainty and requesting team advice.
• Encouraging open discussions to create psychological safety.
• Using icebreakers or video chats to build familiarity in remote setups.

9: Recognize and reward achievements

Acknowledgment makes people feel valued. Leaders should aim to provide both structured and spontaneous feedback regularly to inspire greater effort.

For example, Harun Özkara scheduled continual improvements through feedback meetings, ultimately reducing his department's high staff turnover rate. Meanwhile, acts like giving personal thanks have a greater impact than monetary rewards, especially if the acknowledgment feels unexpected.

Examples

• A CEO traveling to personally thank a team for success.
• Management nominating high-performing staff during celebratory calls.
• Leaders conveying appreciation instantly when they see great work.

Takeaways

1. Practice what you preach—ensure your values align with your actions to guide your team effectively.
2. Cultivate trust by openly giving feedback, asking for input, and empowering team members.
3. Celebrate small wins in ways that make everyone feel valued, fostering a shared sense of pride.