What if you could help people tap into their natural, authentic, and unlimited power for leadership?
I think you can.
There are basically five sources of leadership, and all of us can tap into them. As coaches, we can help others tap into their natural sources, too.
Here they are:
One: Ego. You always hear the old cliche, "Keep your ego out of it." That's just wrong. I don't know any executives who don't have ego. A healthy ego can be a great source of leadership. We all do things for our reasons and motivations, and saying otherwise is simply untrue. A healthy ego also gives us the confidence in ourselves to take on bold initiatives. Of course, we have to avoid the temptations of getting our ego too involved; that's where problems happen. Strong leaders have strong ego, and know how to keep their ego in check.
Two: The Head. The head is the source of great ideas. The head is where we process information, make connections, and come up with new ideas that can change ourselves, our organizations, and the world. It is also the source of logic, which enables us to persuade other people that our ideas make sense.
Three: The Gut. The gut is a key source of strength, of taking a stand. It is where we negotiate with others to make deals. It is where we set boundaries, raise the bar of performance, and find the courage to act. In Japan, the gut is called the Hara, and has special meaning as the place where we get grounded and stay strong.
Four: The Heart. The heart is where we are vulnerable, build relationships based on trust, make amends, ask for help, and involve others in our lives. We call on the heart when we want others to truly commit, and not just be compliant.
Five: The Spirit. The spirit is the source of our core values and true character, and where we come up with bold dreams and vision. The great leaders in history were known for their spirit and vision.
Many leaders are able to tap into one or two of these five sources, but not all of them. As coaches, we can help our clients become much more fluid and flexible as leaders, by helping them to tap into all five sources of leadership at the right time, as needed.
I hope that you find this framework to be useful and valuable. As always, if you are interested in best-practice executive coaching tools and processes, please join The Center for Executive Coaching.
