Gregory P. Crawford is president of University of Miami from Ohio.
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Leaders in organizations have witnessed a profound change in the understanding and expectations of leadership itself in recent years. Many became leaders when the focus was on their performance, and the only measure that mattered was the organization’s performance. Now their success is also measured by their ability to develop others into leaders, and the measure is a triple bottom line consisting of the financial prosperity of the organization and the well-being of people and the planet. All of this includes diversity, equity, inclusion and sustainability.
Today, organizations are judged by their commitment to social and environmental issues, not just the success of their products. Leaders must keep abreast of these priorities and adapt to the rapid changes accelerated by ever-advancing technology.
The increased complexity and calls for adaptability underline the reality that leaders are made, not born. Leadership is a craft, not a talent. It can be taught and learned in evidence-based, measurable ways. I have noticed that many universities have recognized such training as an integral part of their educational mission. For example, at my institution, these include programs for college freshmen, STEM majors, and business majors, and programs that focus on areas such as values-based leadership, authenticity, leading with purpose, and more.
In addition to acquiring specific skills such as teamwork, planning, budgeting, and effective communication, leadership program participants can grow in character and self-understanding. They can also identify their leadership style, practice habits of dependability and accountability, enjoy the satisfaction of making an impact, establish their personal brand, and develop a vision of the better world they want to build through their leadership.
As the president of a university whose graduates have gone on to become corporate leaders, government officials, military officers, and athletic coaches, I’ve found that a number of key character-defining paired virtues, essential to their success, can be instilled in leadership programs: humble faith, responsible empathy, and resilient determination.
Modest confidence
Modest trust balances the leader’s belief that he is choosing the best way forward with an openness to consider the ideas of others. Such leadership can inspire people to follow and empower them to speak up, knowing their opinion will be valued. Welcoming a variety of opinions is a sign of strength, not uncertainty, and a source of innovation. It reaffirms the organization’s commitment to inclusion and helps team members grow as leaders. In my experience, new hires with these virtues naturally involve others as associates; as high-level leaders, they will gain consensus and support for initiatives that require risk-taking and trust.
Responsible empathy
Running an organization means leading people, not operating a machine or running an algorithm. This requires strong moral and ethical reasoning. Leaders need a high level of emotional intelligence to effectively engage team members and show they are valued as people and professionals; the leader cares about the success of each individual and that of the team. Empathy involves understanding team members’ dreams and goals and positioning them within the organization to thrive. Holding them accountable for fulfilling their role is an expression of trust that can help them grow. New hires with these virtues know the importance of their colleagues’ success to their own success; as high-level leaders, they can effectively balance fiduciary duties to the organization with empathy for people affected by their decisions.
Resilient determination
Perseverance is a virtue; so is caution. Leaders should not give up at the first sign of trouble, but also know when to turn. Some plans will fail. But even failure can be a springboard to success. Team members may recognize the need to change course early, and the leader’s openness and resilience, rather than stubborn persistence, mean the shift can happen in a more timely manner. New hires with these virtues can overcome rookie mistakes; as high-level leaders, they can make progressive adjustments to rapidly changing circumstances.
What this means for leaders in education and business
Education leaders must ensure that students have an abundance of opportunities to learn these leadership lessons and put them into practice through on-campus organization experiences, internships, and service learning opportunities. By doing so, they can come to the workplace ready to perform their role effectively and rise through the ranks to further the success of the organization. They will be alert to the challenges of their leaders and accustomed to learning leadership lessons from others.
For business executives, keep in mind that almost every job applicant is likely to claim leadership skills on their resume, so explore the issue in an interview. A 2018 survey (via Inside Senior Ed) showed that 70.5% of students considered themselves competent in leadership skills, but only 33% of employers agreed. In addition to examining their leadership training and experiences, you can gauge their virtue practice. What do they consider the leader’s responsibility to team members? Describe a time when they proposed a strong plan, after which a colleague suggested a nuanced improvement. Did they embrace the idea? How did they approach an unproductive team member and what was the response? If a plan encountered unforeseen obstacles, did they persevere or turn around? Why, and what was the result?
As a leader you can make a difference in the leadership training of students. For example, you can provide hands-on experience to a program at your alma mater or local university. You can join a program’s advisory board to add your wisdom and engage promising students. Create a case study of your leadership career or your company’s leadership profile, including candid descriptions of challenges and successes. Such materials can help your new employees, students and teachers. Your story can empower many future leaders to positively impact the world.
Candidates who enter intentional leadership programs as students place a high value on acquiring the knowledge, mindset, and skills they need to lead effectively. Their initiative, learning experience and experience will be of great added value to your organization.
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