In my last blog post I spoke about leadership and self control. This is so often lacking today and it is a key component of healthy spiritual leadership. As you aspire to great leadership and concentrate on remote preparations of self-control, you will also need to assess your attitudes to others. When you see in yourself a desire for power over others, then you must root this out immediately. Many tendencies we notice in ourselves are perhaps only small at first, but they are never stationary or static; they are always growing. Those “leaders” who disturb us today were not always the way they turned out; they just allowed small negative attitudes to grow, unchecked. If you put down others, expect others to serve you, use others for your benefit, or worse still abuse others—you must counteract these negative tendencies by systematically doing the opposite—not power over others but service, not abuse of others but daily signs of respect, not manipulation of others but mutuality, not exaggerated competitiveness but collaboration, not using others but celebrating their gifts.
Great leadership requires the priority of people over organizations. Those who work within organizations cannot make decisions exclusively on money matters, or thoughtlessly terminate people and bring suffering to their families just to give balance to the fourth quarter earnings. People who want to be spiritual leaders stem the negative and at times abusive elements in a working environment. In times of preparation men and women with potential for leadership reassess their attitudes to organizational life and institutional development, so that they foster just approaches to people within organizations. If you yearn to embody spiritual leadership you must appreciate organizational defects and pledge to remove them from your own life. Self-control practiced in preparation for leadership helps us become our best selves, to develop just relationships to others, to establish a sense of mutuality, community, and shared vision and values.
Leaders should appreciate the challenge to greatness.
I want to propose to all who serve in leadership that they discover a renewed appreciation for the personal challenge to greatness. The last couple of decades have given us a lot of insights into leadership: knowledge, skills, and attitudes. However, much of this has clouded the reality that leadership is a vocation. You can have all the skills in the world, but they will not make you into a great leader if you lack the inner spiritual transformation that produces a vision of hope within the plan of God. Moreover, the conviction that everyone is called to participate in leadership has been a great motivator within organizations. However, while everyone is called to participate in leadership not everyone is called to be a great leader. If everyone is a leader, then of course, no one is, and the call to great leadership loses its attraction and fades away. The notion of distributed leadership has blocked the appreciation of the need of exceptional, great leaders. I appreciate that most change percolates up from the grassroots and does not filter down from high up in a structure. Nevertheless, only a great leader perceives this, acts upon it, and guides the process.
We cannot get out of the mess we are in without leaders who appreciate their call to greatness. Like prophets of old, they will be criticized, lonely in their vocation, viewed as outsiders, and rejected for being different. However, all forms of social institutions today are in crisis. No one looks to the majority of today’s “leaders” with hope, since the “leadership” of most of these people depresses us. Even organizations that claim to know about the future hopes of humankind are more frequently attached to the past and need to be dragged screaming into change that can lead society to renewal.
I hope some readers of this blog will be willing to prepare themselves to be leaders. Call is something we cannot control, but those willing can prepare themselves so that when call comes they will be ready. Of course, no one prepares himself or herself to be great, but rather to respond to the need to serve others. Greatness is never pursued for itself; it is always a byproduct of service. There is something noble and satisfying about giving oneself to the betterment of others, to the pursuit of goals that enrich humankind. This is a calling that leads to greatness; leadership is the medium through which one expresses one’s deepest values.
When we look at the responses of people throughout the world to their current leaders, and when we see just how much people are longing for men and women who will lead them out of the mess we are in, then we see that there is a deep yearning for new leaders who will give themselves to public service. We need leaders who will focus on others and not on themselves, on selfless service and not on accumulation of power or wealth, on what is best for each one and not on promoting the latest trivia of their agendas. We must find a way forward for those willing to take it and daily work on how one can nurture the call to leadership.
We must confront the failures of leadership.
I would like to contribute to removing the great question-mark that hangs over leadership. Great institutions, whether in politics, business, social life, healthcare, or religion, are shadows of what they could be. It is heartbreaking to see contemporary “leaders” floundering around in their lack of competence, integrity, and ethics, often struggling for short term gain at other people’s cost, loss, and pain. Others are hung up on ideological points, often non-essentials, while losing sight of the original vision of their organization. Still others arrogantly think they know what is best for their followers, when everyone knows that managers are responsible for most of the mistakes in any organization. Many of our “leaders” are failures, and we spend more time and energy trying to get rid of bad leaders than we do trying to cultivate good ones. As a result, nowadays, so many followers simply ignore their so-called leaders or work hard to manage their leaders’ defects. Let us face it, most of the people we call leaders are at best good managers with a sprinkling of inspiration now and again. Rather than being served by leaders, we often identify our leaders as oppressive forces who put shackles on the powerless. In the middle ages the citizens were allowed one day a year when they made fun of their leaders; it was called “The Feast of Fools.” Nowadays, it would be a daily event, as our organizations are laid waste by fools who claim to lead us.
Not all problems are the result of incompetence, nor of greed and addictions. When you consider leaders in politics, business, and even religion, you may not know what they will do with their leadership once they attain it, but even before they start you know what they will be unable to do. Leaders today work within limitations imposed by lack of education and training, ideologies, psychological problems and agendas of followers, ideas of their backers and benefactors who cannot be offended, and strictures imposed by higher ups. Unhealthy organizations and systems have limiting effects on the good will of men and women who strive to be leaders, reminding us of the need of organizational conversion and of the need to prophetically denounce the arthritic institutions in which they operate.
I seek leaders who will get us beyond the cloud that overshadows today’s leaders and move us to a new reality in which men and women, gifted with management and leadership skills, have something more to offer. They will be dedicated to a vision of hope within the plan of God, will have all the needed skills, attitudes, and behaviors of leadership, will be willing, even eager, to serve followers and the common good, and will have the fortitude needed to endure the pain of being called to serve. We need a new kind of leader, a spiritual leader, motivated by a profound spiritual experience that has touched him or her and is now willing to live in light of this experience. This book gives the steps one can follow to do this, and I hope you will be willing to move in this new direction and answer the call to serve others.
5. TEACH A NEW UNDERSTANDING OF COMMITMENT
Spiritual leaders propose a new understanding of commitment. Every good leader challenges self and followers to wholehearted commitment. The leader of hope links professional commitment to the integral human, spiritual maturing of self and each follower. Professional commitment becomes part of one’s spirituality and thus draws out discretionary dedication from everyone. In this context outstanding performance is a matter of personal growth, integrity, character development, and simply being who one feels called to be. Leaders must fire followers’ hearts to see professional dedication and spirituality as two facets of the same life.
Leaders enthuse followers to be dedicated to a shared vision of hope. Commitment relates to the future and so includes imagination, contemplation, and hope. This implies networking to discover other people’s hopes and constantly urging and encouraging others to be open to the unexpected. Commitment is essentially making the vision of hope real in the present.
This commitment to hope implies transformative action as part of one’s dedication. ommitment becomes part of one’s spirituality and thus draws out discretionary dedication from everyone.
Leaders enthuse followers to be dedicated to a shared vision of hope. Commitment relates to the future and so includes imagination, contemplation, and hope.
This commitment to hope implies transformative action as part of one’s dedication. Leaders of hope not only have a deep capacity for hope but a life long dedication to realizing the future we long for.
Commitment is relational. Others are included in our commitment as we are in theirs.
Commitment is to each other to work synergetically. Synergy refers to people who are different creating desirable results greater than the independent parts can do. It is a form of fusion that implies joining, coming together, creating connections and partnerships. It is about reducing barriers by encouraging conversations, information sharing, and joint responsibility across boundaries.
Commitment means encouraging each other to be leaders.
This loving service will also manifest quality commitment in collaboration in culturally and gender diverse situations. For a leader of hope commitment is not merely to a job well done, but to a vision of community.
1. Think about ways you can make an ideal future alive today.
2. Ask yourself why are you committed at work and what is the quality of your commitment.
3. Check how you contribute to the development of your colleagues.
4. If you contribute more on your own than with others, ask why.
5. Identify the links between your professional dedication and personal spirituality.
One of the key components of spiritual leadership is dedicated service. The spiritual leader draws on the inner values of his or her life and later makes the choice to serve others by a commitment to leadership. Spiritual leadership begins with an attitude, it is a form of service rather than service being an effective way to lead. It is easier to be a servant and to learn how to lead than it is to lead and then to learn how to serve.
From the very start of leadership one must be ready to live with an honest vulnerability. The leader recognizes that leadership is a gift and is always aware of his or her own weak and lonely experience of self. He or she knows there is strength in discipline but also in honest vulnerability. Leadership is not a way to power over others but a call to nurture the gifts of others. It means letting go of the desire to be always right, or to always have the answers. Successful leaders who admit their mistakes clearly earn more respect from their followers than do those who unsuccessfully try to hide them.
One quality that followers expect to see in their leaders before all others is inner integrity. Credibility is the foundation for leadership. Followers understand that how a person does something says a lot about his or her values. Leaders must continually ask themselves what grade on trust and credibility other colleagues on an administrative team or followers would give them.
Commitment to example can have a powerfully pervasive influence on an organization, even though it is generally haphazard and unsystematic. Modeling leadership is now viewed as one of the prime responsibilities of anyone in authority. So, acknowledge mistakes, avoid criticizing others, work hard and smart, refrain from office politics, stand up for principles you believe in, be open minded, diplomatic, positive in your attitudes, energetic in your work, a team player, and be enthusiastic, respectful of workers, and never become comfortable in your job.
An important complement to example is coaching and guiding participation. This kind of leader can identify the strengths of others and let go of his or her own position in favor of someone else’s. Such a leader can rejoice in other people’s growth in leadership rather than be threatened by it? Such a leader has the patience to wait for others to learn from example.
A further key component of quality leadership is the ability to create a climate of mutual trust. Without this an organization is filled with suspicion and vision is lost. A leader needs to treat everyone graciously and maintain trust with those above him or her and those below; at one time a leader and at another a follower, he or she enriches the organization with increased trust levels.
Influencing others to be visionaries is a part of the selfless dedication of a spiritual leader. This requires of the leader that he or she be present to others, giving time and effort to facilitating the surfacing of their vision, and also that he or she has the ability to clearly articulate a credible vision for the future, and to enthusiastically motivate others to join in that shared goal.