In many organizations, there’s a lack of a clear, unified definition of leadership. This leads to different types of leaders being promoted, some admired and respected, others feared and disliked, even within the same company culture.

This inconsistency arises because the people promoting these leaders have different interpretations of what leadership means. Without a clear definition, organizations end up with a mix of leadership styles, creating confusion and potentially toxic work environments.

The key to resolving this issue is defining what leadership means in your organization. A leader should be someone who sees potential for improvement, rallies people towards a better vision, plans and works to realize that vision, while prioritizing people. Reflect on what leadership means to you and in your organization. How do you define leader and leadership?

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What kind of a leader are you? There are 5 types of vulnerable leaders, each with their own unique strengths and weaknesses. Knowing what kind of leader you are helps you determine who you should work with, the types of projects you should work on, and how you deal with challenges and opportunities. In my new book, Leading With Vulnerability, I interviewed over 100 CEOs around the world and surveyed nearly 14,000 employees in partnership with DDI.

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