The World's Most Powerful Leadership Principle

1. Leadership is About Influence, Not Position

Leadership is the skills of influencing people to enthusiastically work toward goals identified as being for the common good, with character that inspires confidence.

Leadership transcends titles. True leadership is not about wielding power from a position of authority, but about having the ability to inspire and guide others towards shared objectives. This influence stems from a leader's character and actions, not their job title or formal authority.

Influence is earned, not given. Unlike power, which can be bestowed by title or position, influence must be cultivated through consistent behavior that inspires trust and respect. Effective leaders focus on developing their ability to influence others through:

• Building strong relationships
• Demonstrating integrity and consistency
• Showing genuine care for their team members
• Leading by example

Impact beyond formal authority. Anyone in an organization can demonstrate leadership by positively influencing others, regardless of their official role. This concept of leadership emphasizes the importance of character development and interpersonal skills over mere technical competence or positional power.

2. Servant Leadership: The Most Powerful Approach

The greatest leader is the greatest servant, the one most dedicated to meeting the needs out there in a hurting world full of needs.

Prioritize others' needs. Servant leadership flips the traditional power structure on its head. Instead of using their position for personal gain, servant leaders focus on identifying and meeting the legitimate needs of their team members and stakeholders.

Build authority through service. By consistently serving others, leaders build a deep well of trust and influence. This approach creates a positive cycle:

• Leader serves and meets needs
• Team members feel valued and supported
• Trust and respect for the leader grow
• Team becomes more engaged and committed
• Organizational goals are achieved more effectively

Long-term effectiveness. While servant leadership may require more effort initially, it creates a sustainable culture of mutual support and high performance. This contrasts with power-based leadership, which can produce short-term results but often leads to damaged relationships and diminished long-term effectiveness.

3. Character is the Foundation of Effective Leadership

Character is what a man is in the dark.

Character defines actions. A leader's true character is revealed in their consistent choices and behaviors, especially when no one is watching. It's not about personality or charisma, but about the core values and principles that guide decision-making and interactions with others.

Developing character is an ongoing process. Unlike personality, which is largely set by early adulthood, character can and should be continuously developed throughout life. Key aspects of character development for leaders include:

• Self-awareness and reflection
• Commitment to ethical principles
• Willingness to receive feedback and grow
• Consistency between stated values and actions
• Courage to do the right thing, even when difficult

Character impacts all areas of leadership. A leader's character influences their ability to:

• Build trust with team members
• Make ethical decisions
• Handle adversity and challenges
• Inspire others to reach their potential
• Create a positive organizational culture

4. Love in Leadership: The Verb, Not the Feeling

Love is patient, love is kind, it is not puffed up or arrogant (humble), it does not act unbecomingly (respectful), it does not seek its own (selfless), it does not take into account a wrong suffered (forgiving), it does not rejoice in unrighteousness but rejoices in the truth (honest), it bears all things, endures all things, it never fails (committed).

Love as action, not emotion. In the context of leadership, love is not about romantic feelings, but about consistently choosing to act in ways that benefit others. This type of love is characterized by patience, kindness, humility, respect, selflessness, forgiveness, honesty, and commitment.

Leadership qualities mirror love. The qualities that define effective leadership closely align with the characteristics of love described above. Great leaders demonstrate:

• Patience in developing team members
• Kindness in interactions
• Humility in decision-making
• Respect for all individuals
• Selflessness in prioritizing team and organizational needs
• Forgiveness when mistakes occur
• Honesty and integrity in all dealings
• Unwavering commitment to the team and mission

Cultivating a loving leadership approach. Leaders can develop these qualities through:

• Self-reflection and awareness
• Intentional practice of these behaviors
• Seeking feedback on their interactions
• Studying examples of great leaders who embodied these qualities

5. Accountability and Kindness: The Dual Pillars of Leadership

Leadership is an awesome responsibility.

Balance is key. Effective leaders must strike a balance between holding people accountable for their performance and treating them with kindness and respect. This dual approach creates an environment of high standards and strong support.

Accountability:

• Set clear expectations and standards
• Provide regular feedback on performance
• Address issues promptly and directly
• Help team members develop improvement plans
• Recognize and reward excellent performance

Kindness:

• Show genuine care for team members' well-being
• Listen empathetically to concerns and ideas
• Offer support and resources for growth
• Celebrate successes and milestones
• Create a positive and encouraging work environment

The "hug and spank" approach. Leaders must be able to provide both positive reinforcement ("hugs") and constructive criticism or consequences ("spanks") as needed. This balanced approach helps team members feel valued while also driving continuous improvement and accountability.

6. Human Nature and the Capacity for Change

Human nature is going to the bathroom in your pants!

Overcoming natural tendencies. Just as we learn to control our bodily functions, we can also develop the self-control and discipline needed to overcome our less desirable natural tendencies. This applies to leadership behaviors and character development.

The dual nature of humans. People have the capacity for both good and evil, selflessness and selfishness. Effective leaders:

• Recognize this duality in themselves and others
• Work to cultivate positive traits and behaviors
• Create environments that bring out the best in people
• Provide support and accountability for growth

Change is possible, but challenging. While people can change and grow, it requires:

• Strong motivation and commitment
• Clear understanding of desired behaviors
• Consistent practice and reinforcement
• Supportive environment and accountability
• Patience and persistence through setbacks

7. The Three F's of Leadership Development: Foundation, Feedback, Friction

We need to be reminded more often than we need to be instructed.

Foundation: Set the standard. Provide clear education on leadership principles and expectations. This creates a shared understanding of what good leadership looks like within the organization.

Feedback: Identify gaps. Use 360-degree assessments and other feedback mechanisms to help leaders understand the gap between their current performance and the desired standard. This creates awareness and motivation for improvement.

Friction: Eliminate gaps and measure results. Create accountability and support for ongoing development:

• Set specific, measurable goals for improvement
• Provide regular check-ins and progress reviews
• Offer resources and training to support growth
• Create peer support and accountability groups
• Celebrate progress and successes

This three-step process creates a continuous cycle of learning, awareness, and improvement for leaders at all levels of the organization.

8. True Motivation Comes from Within, Not External Rewards

You get the best effort from others not by lighting a fire beneath them, but by building a fire within them.

Intrinsic vs. extrinsic motivation. While external rewards (like money or promotions) can provide short-term motivation, true engagement and sustained high performance come from internal drives.

Key intrinsic motivators:

• Sense of purpose and meaning in work
• Opportunities for growth and development
• Recognition and appreciation for contributions
• Autonomy and trust in decision-making
• Feeling part of a high-performing team
• Alignment between personal and organizational values

Creating an environment for intrinsic motivation. Leaders can foster intrinsic motivation by:

• Clearly communicating the organization's mission and impact
• Providing regular, specific feedback and recognition
• Offering challenging assignments and growth opportunities
• Giving team members appropriate autonomy and decision-making power
• Building a strong sense of team and community
• Aligning individual roles with organizational purpose

9. Meeting Deeper Human Needs in Organizations

The modern workplace can be an extraordinarily powerful character-building institution.

Beyond basic needs. While fair compensation and safe working conditions are important, truly engaging workplaces address deeper human needs:

• Need for great leadership
• Need for meaning and purpose
• Need to be appreciated, recognized, and respected
• Need to be part of something excellent (special)
• Need to be part of a caring community

Creating a fulfilling work environment. Organizations that meet these deeper needs tend to have:

• Higher employee engagement and retention
• Increased innovation and productivity
• Stronger customer loyalty
• Better financial performance
• Positive impact on employees' lives beyond work

Holistic approach to organizational success. By focusing on developing great leaders, fostering a sense of purpose, recognizing contributions, striving for excellence, and building a supportive community, organizations can create a virtuous cycle of individual and collective growth and success.

Last updated: April 4, 2025