Tag Authentic Servant Leadership

The Sad State of Leadership in American Politics

Steve Keating Leave a comment

I have written a ton of content on the subject of leadership. I have spoken around the world on that incredibly important topic. I am fascinated by the positive difference authentic leadership can make in an organization.

I am also shocked at how quickly poor, inauthentic leadership can destroy the morale of an otherwise committed team and individuals, and even a country.

I’m also fascinated by politics. I don’t claim to know much about the ins and outs of politics, but I do know that many politicians seem to relish calling themselves leaders. But when I think of the politicians in my home country, I am hard-pressed to find many who meet the standards of an Authentic Leader.

I won’t go into detail on what disqualifies them as an Authentic Leader; my guess is that many of you already know. But here are a few things, in no particular order, that would disqualify anyone hoping to truly lead. Lying. Stealing credit for another person’s accomplishments. Blaming others for their own mistakes and shortcomings. An obvious lack of ethics. Zero actual empathy for others. Setting one set of rules for themselves and another set of rules for the people they claim to lead.

None of that has anything to do with Authentic Leadership.

Authentic leaders lead with a foundation of integrity, transparency, and purpose. They don’t try to be someone else or copy another leader’s style — they are genuine in how they act and interact. Here are the key things authentic leaders do:

Know Themselves

They are self-aware, understanding their strengths, weaknesses, values, and emotions.

They reflect regularly and don’t hide from feedback.

Lead with Values

They make decisions rooted in their core principles rather than convenience, popularity, or polls.

Their actions align with what they say they believe, creating consistency and trust.

Build Trust

They are honest and transparent in communication.

They admit mistakes, take responsibility, and don’t shift blame.

They keep commitments, no matter how small.

Show Empathy and Care

They value people as individuals, not just as roles or resources.

They listen deeply, encourage input, and respect diverse perspectives.

Stay Grounded

They remain steady in turbulent times, making decisions without losing sight of their principles.

They avoid arrogance, staying humble and approachable.

Act with Purpose

They lead with a vision beyond themselves — serving the team, the organization, and, in the case of Congress, the greater good for all.

Their motivation is contribution, not recognition.

In short, authentic leaders lead from the inside out — they let their values, character, and purpose guide their leadership rather than external pressures or superficial expectations.

So… I’ll let you all make up your own mind. Are American politicians authentic leaders or not? I think you can tell from the title of this post what I think. A senator from Wisconsin says that serving in Congress will be “unattractive” if representatives and senators can’t buy and sell stocks using insider information. Basically saying if our “leaders” are subject to the same laws as the rest of us, there would be no point in “serving.” A governor from California says Democrats need to “punch Republican sons of bitches in the mouth.” That to me summed up our political “leaders” as concisely as anything ever has.

This is not a Republican or Democratic issue. This is a lack of authentic leadership issue. Absent trust, integrity, sound judgment, values, honorable purpose, humility, and principles, you don’t have a leader; you have a politician.

It wasn’t always this way; in years past, there were plenty of effective leaders in both the Republican and Democratic parties. People who served the American people. Today, I struggle to name more than a few truly authentic leaders in either party. And that, my friends, is a real problem for all of us.

I’m not sure how “we the people” can fix this problem, but it most certainly needs to be fixed.

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How to Become an Agile Leader

Steve Keating Leave a comment

If I were only allowed to give first-time leaders one piece of advice, it would be this. Always always always expect the unexpected. That’s because leading involves people, and people, no matter how well you know them, will surprise you.

Frequently.

Out of nowhere, they say something, do something, or don’t do something that you just didn’t see coming. Personally, that’s one of my favorite things about leading people. Even the most predictable people are, at times, unpredictable.

When you add all the other uncontrollable elements into the leadership mix, it can feel as if you’re always on the verge of outright chaos. Unless, of course, you’ve already descended into the realm of total chaos.

That’s why it’s so incredibly important that leaders consistently focus on developing leadership agility.

Leading with agility means being adaptable, responsive, and proactive in navigating change while keeping your team aligned and motivated. If you’re feeling like you’re on the edge of chaos, it’s very likely your people feel it too, and that can be a huge morale killer. You can’t afford to let that happen. Here’s how you can lead with agility and calm the stormy waters of surprise, whether it’s generated from your people or circumstances that seem to be beyond your control.

1. Embrace a Learning Mindset

View change as an opportunity rather than a threat.

Encourage continuous learning and innovation. Here’s the deal: if you’re in a leadership position and you’re not always learning, then you better be ready to always be leaving.

Be open to feedback, both good and bad, and be willing to pivot when needed.

2. Make Quick, Informed Decisions

Gather relevant data but avoid analysis paralysis. You will at times, maybe even often, be required to make decisions with less than complete information. Remember, no decision IS a decision; it’s a decision to do nothing, and that’s almost always a disastrous decision.

Trust your instincts while staying adaptable.

Involve your team in decision-making to gain diverse insights.

3. Empower Your Team

Foster a culture of accountability and trust. Everyone, including the leadership team, must be accountable for results. If even one person isn’t accountable, it doesn’t take long to lose all accountability within an organization.

Give your team the autonomy to make decisions and solve problems. If you’ve hired the right people, this should never be a problem. If you haven’t hired the right people, this won’t be a problem for very long.

Encourage cross-functional collaboration to enhance adaptability.

4. Stay Customer-Centric

Keep your focus on what your customers or stakeholders need. Focusing on your customers and stakeholders ensures you won’t get too far off track, no matter what level of chaos you’re navigating.

Be ready to shift strategies based on feedback and market trends.

5. Build Emotional Intelligence

Remain calm and composed under pressure.

Understand and manage your emotions while recognizing the emotions of others. Leadership is about people, and people tend to be emotional. If you forget that, it won’t be long before you’re a forgotten leader.

Communicate effectively, even in uncertain situations. It’s better to say “I don’t know” than it is to say nothing and leave your people wondering.

6. Create a Resilient Culture

Normalize failure as a part of growth and learning. There are few mistakes or failures big enough to prevent a person or an organization from bouncing back. Just remember to be kind to the people you see on the way up because you may see them again on the way down.

Encourage experimentation and reward adaptability.

Create a safe environment where people feel comfortable sharing ideas.

7. Leverage Technology and Data

Use digital tools to enhance decision-making and efficiency.

Stay ahead of industry trends and technological advancements.

Don’t wait and see; when new technology becomes available, use it as soon as it makes sense.

8. Be Ready to Pivot

Have contingency plans in place. Plans fail but planning always succeeds. Everyone seems to know that backup plans are important; not everyone seems to understand that you can’t have a backup plan until you have a plan to begin with.

Be willing to change direction the moment circumstances require it.

Final Thought

Agile leadership is about balancing decisiveness with flexibility, control with empowerment, and strategy with execution. The more adaptable you are, the more effectively you can lead through uncertainty and change.

Authentic, effective, and agile leaders take charge of change before change takes charge of them. As an agile leader, you can turn change and even uncertainty into a tool to help develop your people and your organization. All you need to do is always, always, always expect the unexpected.

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But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

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Earning the Right to Lead

Steve Keating Leave a comment

One of the most common mistakes new leaders make is assuming that their position or title makes them a leader. It is as if one day they were individual contributors and the next day they were a respected leader. All because they have a new title or a position higher up in their organization.

But all the title or position does is give them the opportunity to earn the right to lead. It’s an opportunity that was available to them before they even had that position or title. They either didn’t realize it, or more likely, saw no need to earn the right to lead until they were actually in a leadership position.

But anyone who truly leads has earned that right by developing certain qualities and characteristics that inspire trust, respect, and commitment from others. They know that leadership is less about their title and more about the influence they build through their actions.

Here’s how you can also earn the right to lead.

1. Lead by Example

• Integrity: Do what you say you will do. Consistency in your values and actions builds trust.

• Work Ethic: Be willing to do the hard work. People follow those who demonstrate commitment. Never, ever forget that you’re leading by example, whether you intend to or not. It’s foolish to expect the people you lead to outwork you. You must show the way before you can lead the way.

• Humility: Acknowledge your mistakes and remain open to feedback and learning.

2. Develop Strong Relationships Throughout Your Organization

• Empathy: Understand and care about the needs, feelings, and challenges of others. Leaders who show empathy build deeper connections with their teams.

• Active Listening: Pay attention to others’ input, showing that their opinions are valued.

• Trust: Earn and give trust by being reliable, supportive, and respectful. We all have within us what I call a “credibility bank.” Every time we do exactly what we say we will, a small deposit is made into our credibility bank. Each time we fail to do exactly what we said we would do, a large withdrawal is made from that same credibility bank. That may not seem fair, but that’s the way it is. When your credibility balance goes too low, you lose the opportunity to lead.

3. Be Competent

• Knowledge and Skills: Demonstrating expertise in your field and continuously learning builds credibility. When people know you’re skilled, they’ll trust your decisions.

• Decision-Making: Be decisive but also thoughtful. Balancing analysis with intuition helps others to believe in your leadership.

• Problem Solving: Leaders who can navigate challenges and come up with effective solutions gain the confidence of those they lead. And always remember, you are not the only one in your organization with good ideas. Listen to your team; your success as a leader depends on it.

4. Serve Others

• Servant Leadership: Prioritize the needs of your team and help them succeed. When people feel you’re invested in their growth, they’re more likely to follow you.

• Support and Empower: Encourage your team, give them the tools and freedom to excel, and celebrate their successes, big and small.

5. Communicate Frequently and Effectively

• Clarity and Transparency: Be open about your goals, vision, and the reasoning behind decisions. Clear communication reduces uncertainty and builds trust. Information is the enemy of rumor. The more effectively you communicate with your people, the fewer productivity-killing rumors you’ll have to deal with.

• Inspire: Share a vision that motivates others. A good leader knows how to articulate purpose and drive passion.

6. Build Credibility Over Time

• Consistency: Leadership is earned through long-term behavior, not one-time acts. Be consistent in your character, values, and performance.

• Accountability: Hold yourself accountable for your actions and the outcomes of your team. When things go wrong, accept responsibility; when things go right, share credit.

7. Adaptability

• Embrace Change: Leaders must be flexible and open to new ideas. Being adaptable demonstrates that you’re capable of guiding others through evolving situations.

• Resilience: Show strength in tough times. People look to leaders for confidence and direction when facing adversity.

8. Emotional Intelligence

• Self-Awareness: Understand your own emotions, strengths, and weaknesses. Leaders who are self-aware make better decisions and manage relationships effectively.

• Social Awareness: Recognize group dynamics, understand others’ emotions, and respond appropriately. This skill helps navigate complex interpersonal situations.

These are the qualities and characteristics that will help you earn the right to lead. By consistently embodying these traits, you build trust, respect, and influence. That ensures you have the commitment of the people you lead.

People in leadership positions who lack these qualities and characteristics can attempt to force the compliance of their people, but it’s unlikely they will ever have their commitment.

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I put a significant amount of time and effort into writing a couple of blog posts each week. My primary goal is simple, to help other people. That doesn’t mean a little financial support isn’t appreciated. If you’ve benefited from my efforts and think my posts are valuable, I’d certainly appreciate whatever support you might be able to offer.
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How to Make a Difference

Steve Keating Leave a comment

President John Kennedy said “Everyone can make a difference and everyone should try.” That’s a very true statement, all of us can make a difference, we just need to decide what kind of differences we want to make.

I don’t think I can change the world but I know I can help change the world for the people I help. So I try to make a difference by helping other people be the best version of themselves that they can be.

Making a difference can take many forms, and the impact one person can have varies depending on the context and scale of their actions. The higher you are in your organization the easier it may be to make a difference. If you’re in a position of leadership in an organization or perhaps government you might find more opportunity to be a difference maker. But make no mistake about this absolute fact: no matter where you are in life, no matter your place in an organizational hierarchy, no matter your level of education or financial situation, YOU can make a difference in the lives of other people. You only need to care enough to do it.

So, if you’re looking to make a difference today and in the future here are some general steps and principles that you can follow to make a positive difference.

• Define Your Values and Passion: Understand what matters to you and what issues you are passionate about. This could be related to social justice, environmental issues, education, healthcare, or any other cause.

• Educate Yourself: Learn about the issues you care about. Stay informed through reputable sources, research, and conversations with experts. Understanding the root causes and complexities of a problem is crucial for effective action.

• Start Locally: Making a difference doesn’t always require grand gestures. Look for opportunities in your local community. Volunteer at local organizations, participate in community events, or support local initiatives.

• Use Your Skills and Talents: Identify your skills and talents and find ways to apply them to the causes you care about. Whether you’re good at organizing events, writing, coding, or any other skill, there’s likely a way to use it for positive change.

• Connect with Like-minded Individuals: Join or create communities that share your values. Collective action often has a greater impact than individual efforts. Working with others allows you to pool resources, share ideas, and amplify your impact.

• Advocate for Change: Speak up about the issues that matter to you. Advocate for change at different levels, whether it’s in your workplace, community, or on a larger scale. Use social media, write articles, or engage in peaceful activism to raise awareness.

• Support Existing Initiatives: There are likely organizations and initiatives already addressing the issues you care about. Support them through donations, volunteering, or spreading the word. This can be an effective way to contribute without having to start something from scratch.

• Lead by Example: Demonstrate the values and behaviors you want to see in the world. Whether it’s practicing sustainability, kindness, or inclusivity, leading by example can inspire others to follow suit.

• Be Adaptable and Persistent: Real change often takes time. Be patient and persistent in your efforts. Adapt your strategies as needed and learn from both successes and failures.

• Educate Others: Share your knowledge and passion with others. Help raise awareness and inspire more people to get involved. Education is a powerful tool for creating change.

The key is to take meaningful and sustainable actions aligned with your values. Making a difference is often a gradual process. But every small effort contributes to positive change over time. Progress doesn’t often happen in leaps and bounds. It often comes from small accomplishments over a sustained period of time. But all progress is progress and a little progress here and a little progress there, can lead to a mighty big difference over time.

Leadership Luck

Steve Keating 3 Comments

The title of this post is really a misnomer. That’s because I don’t believe luck has anything to do with leadership. Someone may luck their way into a leadership position but they must earn the opportunity to truly lead. They especially earn the level of influence they have with the people they lead.

One of the most Authentic Leaders I’ve ever known would tell you a lucky seat assignment on a plane changed the course of his career. As a young employee of a company he happened to find himself seated across the isle from the one of the best Authentic Servant Leaders ever. He also happened to be running the company the young man worked for. 

But that’s where any luck ended. The young man would grow into an Authentic Servant Leader himself and one day succeed that Authentic Servant Leader he once sat across from. But not because he lucked into a particular seat assignment. 

He earned everything he got. Clearly he had some help along the way but he made the most of that help. He didn’t luck into positions where he could succeed, he worked himself into positions where he could succeed. 

He learned and then he learned some more. He made sacrifices and many if not most of those sacrifices benefited others more than himself. Making sacrifices for the good of the many is what puts the “Authentic” in Authentic Leadership. 

I’ve seen like a gazillion people who have occupied leadership positions. The vast majority of them are far from being an actual leader. I’ve also been blessed to know several Level Five Leaders. Not a one of them lucked their way into Authentic Leadership. 

If you’re not sure what a Level Five Leader is let me explain it this way. If a leader has had a lasting positive impact on your life then it’s highly likely they are a Level Five Leader. If you haven’t seen or talked to them in years yet you remember the lessons they showed you, it’s highly likely they are a Level Five Leader. If you’re showing those lessons to others today, then that leader who impacted you all those years ago was certainly a Level Five Leader.

If you’re in a leadership position don’t expect to luck your way into Authentic Leadership. You’ll have to work your way there. You’ll have to learn. Yes, you need to learn about the business or organization you’re in. But more important than that, you need to learn about people. People in general for sure but especially about the people you lead. 

You’ll have to make some tough calls on your way to Authentic Leadership. As you make those calls you’ll need to keep in mind that it’s the people you lead who make you a leader. It’s not your title or position. You’ll need to demonstrate your understanding of that fact even while making decisions that may have short-term negative consequences for the people you lead. 

You need to show you care about the people you lead. Even when they screw up. Even when you’re mad at them. Even when it would be easier to just go scorched earth on them. 

Authentic Leaders have tremendous influence on their people. They are aware of that fact every day. They model successful behavior for their people. They celebrate the success of their people, as much or more than they celebrate their own success. 

It’s a ton of work to become an Authentic Leader. But I’ve never known one who would say it wasn’t worth it. But here’s one thing they would never say, they would never say they were an Authentic Leader. Their humility just won’t allow it. 

So when you see one, be sure to say it for them. 

How to Lead and How Not to Lead – Another of a periodic series

Steve Keating 5 Comments

The most effective leaders, the ones who achieve the highest level of leadership, the Pinnacle level, are more than Authentic Leaders. They are Authentic Servant Leaders. They have turned their organizational chart upside down.  They put their people above themselves in the organization. 

Their impact on the organization far outlasts their time in the organization. Authentic Leaders make an impact but too often their impact leaves the organization with them. It is by serving the people you lead that you leave a legacy behind. 

But…that’s a whole lotta work. To be an Authentic Servant Leader you have to really want it. You have to sacrifice. You have to invest yourself in the success of other people. You have to give a healthy portion of your ego food to those you lead. You have to care for the people you lead. 

It’s far easier to manage the people who work for you. It’s not actually leading but so what, you’ve got a leadership position and a nice title and that’s what matters most. But people want consistency from their boss so it’s best to either always manage or always lead. Going back and forth will confuse your people. 

So here’s how to make certain they don’t sometimes see you as a leader. 

Never never never ask people to identify what they need to succeed. Avoid asking them how you can help them. As an experienced manager you know darn well that if you ask people what they need to succeed they will want more time, equipment and heaven help you, more money. Your experience tells you that if you give these people an inch, they will take a mile. 

Don’t get to know them as people. It’s best to think of them as an employee number. I wouldn’t call them by their number because it can be a lot of work to remember all those numbers. But never lose site of the fact that they are only a number. Thinking of them as people could get very confusing for you. They are only an asset, much like your computers and printers. Do not let your people even think you might care for them. 

Follow that advice and I promise you this, you may hold a leadership position but you will never be mistaken for an actual leader. 

Of course, you could always choose to make their lives better and your life more fulfilling by working to earn the right to Authentically Lead them. 

To Authentically Lead you must first understand the difference between managing and leading. We manage things. Things like budgets, buildings, equipment, inventories and the like. We lead people. Leading people requires that you care for them. You may care about the things you manage but you must care for people. Your people,  like you, can feel the difference between a boss who cares about them, like they care about the copier, and a leader who cares for them, like a human being. 

You can’t just tell your people that you care for them, you need to show it. 

You can do that by engaging with them frequently. By asking them how they are doing. Not necessarily at work,  but also how they are doing at life. Ask what you can do to help them, either at work or at life. Then do what Authentic Servant Leaders do…listen. Listen so intently that the person you’re speaking with gets the impression that in that moment, they are the only person in the world. 

Then do something else that Authentic Servant Leaders do…act on what you heard. Do everything you can possible do to meet the needs of your people. You asked and now they are waiting to see if your questions were for show or if your questions were to help them grow. 

If you can’t do what you were asked to do then do what Pinnacle level leaders do…go back and explain why and tell your people what you can do. A shrug of the shoulders and a sorry about that will not get it done. 

Once you’ve asked the questions that demonstrate you care, you have put yourself at the crossroads of your leadership journey. You will either move up the path towards Authentic Servant Leadership or down the path of a wannabe leader. 

The rewards for attempting to manage another human being are a position, a title and likely more money. The rewards for Authentically Leading others with a servant’s heart are limitless. You’ll make a positive impact on the lives of others. You will touch the lives of people you may never know. You will shape the future of your organization, for generations to come. You will be building more leaders who will build more leaders as well. Your leadership will far outlast you. Your life and leadership will have made a difference in the world.

The choice between leading people and trying to manage them is one that you must make for yourself. Pinnacle Level Leaders decide to leave a part of themselves behind when they are gone. They choose to give of themselves. In doing so they receive more in return than lesser leaders could ever imagine. 

So what will it be for you?

On a another note… Everyone can use a “nudge” towards success. I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Leadership Visibility

Steve Keating 1 Comment

Much has been written about the most important characteristics of an Authentic Leader. Some would say judgement, some would say integrity. Some would say its something else but after integrity and judgement it kinda depends on the circumstances. 

But one characteristic is seldom mentioned. That characteristic is being visible. If your people can’t see you then your people can’t follow you. 

As a leader you are the model for the culture of your organization. You are the face of the values your organization represents. You are the cheerleader in chief and the light of hope when circumstances look dark.

But you can’t be any of those things if you’re not seen…on a very regular basis. 

There are many ways to communicate with your people these days. You can write a company blog. You can publish a weekly video. You can do email blasts a few times a week. But none of those can come close to just being “out there” among the people you lead. Short hallway conversations with anyone and everyone in your organization makes everyone feel as if they belong. The higher up you are in the organization the more these brief conversations are valued by the people you lead.

And there’s the challenge. The higher you are in the organization the more likely you are to get bogged down with the day to day requirements of managing the organization. It may feel as if the last thing you have time for is a talk with Patty from the mail room or Jerry from the loading dock. You may not even have time to talk with all your senior leaders. 

But that’s a terrible mistake.

No matter how busy you may be managing, never forget you’re a leader first. The health and culture of your organization will be largely (or should I say bigly?) determined by the quality of the relationships you have with each and every member of your team. The higher you are in the organization the greater the impact your words will have on people. A quick question to Patty about how she is doing can turn a disengaged employee into an engaged one. An additional comment about how much you recognize and appreciate Patty’s efforts will help the engagement last. 

If you’re wondering about how to tell if you’re “out there” frequently enough here is the only measurement that counts. The measurement is your people’s opinion. If your people think you’re invisible then you are. If they never see you then you might as well not exist. You can tell yourself that you’re more than visible but you don’t get a vote. The perception of your people is all that matters.

Visibility is the characteristic that not all leaders possess, not even all Authentic Leaders, but all Authentic Servant Leaders do. What they understand is that leadership is about people, and they know that strong relationships matter to their people. 

They make building those relationships a priority and they know they can’t build them while sitting behind a desk.

On a completely different subject…I’m trying something new out over on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day,  people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing the kind of things I tweet and blog about. But the best part is I’m assuming there will be far fewer Super Followers than regular followers. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, I can’t promise it will last for a long time but I can promise the content will be helpful as long as it does.