As we introduced in a previous blog post, here at Inta-Great, we define leadership as “a service-oriented relationship by which change occurs as a leader influences others toward a common vision.” And second, to be effective in influencing others in the pursuit of that vision, we propose that leaders follow the Inta-Greated Leadership Model which consists of the “Seven Cs of Leadership:” (1) Composition; (2) Character; (3) Catalyst; (4) Compassion; (5) Communication; (6) Courage; and (7) Celebration. Embodying these Seven Cs is what allows leaders to have an impact at the personal, team, and organizational levels and ultimately results in real transformation and sustainable results.
In this post, we will further explore the first of our Seven Cs – Composition.
To begin with, transforming culture requires transforming organizations and institutions, and transforming organizations and institutions requires transforming individuals. Therefore, culture cannot be transformed without individuals being transformed. That is why leadership must begin with composition. Composition requires that the leader understand the unique personalities, strengths, and motivators of themselves and others. As Drucker (1999, p. 11) writes, “The need to manage oneself is therefore creating a revolution in human affairs.” Essentially, one must effectively lead oneself before attempting to lead others.
In addition to Drucker (1999), Charles Manz also (2001) emphasizes that leaders must first lead themselves before they lead others. “We are challenged first to examine ourselves and get our own act together before we try to lead others” (p. 12). As leaders, we have to understand our personality style, strengths, motivators, learning styles, and weaknesses because this forms the foundation of our growth and development. Knowing oneself and identifying one’s strengths and weaknesses helps leaders become more effective – not only personally but at the team level as well.
Once one has taken the time to understand oneself – personality traits, learning styles, strengths, and weaknesses – one also has the responsibility to understand that others are just as unique. Then, instead of rejecting those differences, one is able to see them as complements. It allows one to create and lead a team where others’ strengths balance one’s own weaknesses. Or, in the words of strengths-expert Marcus Buckingham (2008), “There are no well-rounded leaders – only well-rounded leadership teams.” And finally, at the organizational level, this awareness allows leaders to better match individuals to roles/jobs that play to their strengths.
In regard to transformational and servant leadership theory, composition closely aligns with the “awareness” and “building community” characteristics of servant-leadership. According to Spears (2002), leaders build community, by caring for others and bringing them together. Spears also notes that this ability stems from the leader’s level of awareness. Being aware involves having a deep understanding of oneself and others which “strengthens the servant-leader” by allowing him or her to build better teams. Finally, awareness also “aids one in understanding issues that involve ethics and values” which leads us to our second C, Character (p. 6).
- Buckingham, M. (2008). The truth about you: Your secret to success. [Video]. (Available from Thomas Nelson, Inc., Nashville, TN).
- Drucker, P. (1999). Managing oneself. Harvard Business Review, 77(2), 64-74.
- Manz, C. (2001). The leadership wisdom of Jesus. San Francisco: Brett-Koehler.
- Spears, L. C. (2002). Tracing the past, present, and future of servant-leadership. In L. C. Spears, & M. Lawrence. (Eds.), Focus on leadership: Servant-leadership for the 21st century. (pp. 1-16). New York: John Wiley & Sons, Inc.