John Maxwell defines a leadership framework with five levels (Five Levels of Leadership). The first or lowest level is Position and relies on the authority your position provides. I have always felt that I had failed as a leader when I resorted to my authority. He says that for many, leadership evolutions stops at level three: production. Things get done. Your people are good at their job and enjoy what they’re doing. Everyone has their sleeves rolled up and is pitching in. But commitment is what pushes us to level five—the pinnacle. There, people will follow a leader “because of who they are and what they represent.”
I have a slightly different take. I think that at the pinnacle people are also committed to a purpose. The leader fosters this environment, but should the leader be replaced by an equally competent person, the team forges on because they are committed to the purpose.
Maxwell focuses on developing personal commitment. The team is committed to the leader because the leader is committed to the team. Leaders build that relationship because they care about the person professionally and personally. As you probably know, I believe this is very important, and I encourage you to lead this way. However, I also believe leaders provide purpose. Why do we want to accomplish this goal? Why do we work for this University? Having a purpose magnifies our sense of accomplishment and pride in our achievements.
When your team is committed it is amazing what they can accomplish. Committed people apply creativity to difficult problems, don’t let setbacks stop them, and deliver the absolute best. They elevate those around them. When you think about the times when you’ve been part of a truly committed team, it is an awesome feeling.
Invest in your team. Develop them, support them, and help them be the best they can be. And make sure you give them a purpose. Make sure they understand why what they do is important to your team and NYU.