Meaning-based leadership

Seven keys to strong, meaning-based leadership

Key 1:

Authenticity and self-leadership

  • Be aware of your own potential
  • Use your own attitude as a source of energy
  • Know your own private value profile
  • Recognize your Achilles’ heel and in cases of failure, respectfully respond to others
  • Be aware of your power to serve others
  • Behave credibly toward employees, customers and superiors

Key 2:

Self-conviction with natural authority

  • Know and feel why you want the things you want
  • Take responsibility for your decisions
  • Have a clear sense of your world and your humanity
  • Treat yourself and others with dignity and respect
  • Lead with goals and values
  • Know that profit and humanity are complementary

Key 3:

Being the integrator

  • Have an overview of the common interests of all involved
  • Internalize the attitude of the moderator
  • Take on value-neutral opinions and attitudes
  • Appreciate the values and attitudes of the individual while taking responsibility for the bigger picture
  • Think in both-and-also categories rather than either-or schemas
  • Look out for the benefit of the group

Key 4:

Creating the framework for empathy, humanity and social commitment with clear structures and processes

  • Ensure that your employees know the “Why?” of the company
  • Ensure that your employees know the “Why?” for the entrepreneurial goals and visions
  • Attune structures and processes to customer needs
  • Live and communicate the goals and vision of the company
  • Remember that acceptance occurs through participation — your employees should be involved in change and improvement processes.
  • Communicate the future prospects of your company to everyone
  • Keep organizational changes and personal development in mind

Key 5:

Doing what makes sense — for yourself, your employees and your customers

  • Know why you do something and have a conscious influence on what happens
  • Be aware of your own values and the values of others
  • Embed the tasks of your employees in the overall context of the company and region
  • Develop goals credibly and responsibly, maintaining overarching ideals and values, even in times of change
  • Know the interests of all your stakeholders and promote balance between those interests
  • Live according to customer orientation, keeping it the state of mind for you and your employees based on the corporate vision
  • Know why your customers trust your company

Key 6:

Ensure that everyone is in their right place

  • Know your employees’ skills and encourage your employees to use them best
  • Hold regular staff meetings to improve cooperation and inform about the work situation and the environment
  • Build a connection between the employees and the company (a process)
  • Respect and value your employees’ work

Key 7:

Acknowledge complexity, communicate mindfully and provide communication between people

  • Recognize the overall context of your business, your field and your employees and draw appropriate conclusions
  • Explain interrelationships and connections to your employees
  • Know the needs of the company and connect them to the intentions and needs of your employees
  • Engage in meaningful dialog with customers and show how they relate to you business processes
  • Secede from old power structures and seek new ways to establish good cooperation and sustainable relationships
  • See how companies and teams are complex social systems that are not completely controllable and deal with uncertainty
  • See yourself as a co-designer of your corporate culture
  • Promote an atmosphere of trust with respect, appreciation and credibility