There are various styles, and interpretations of leadership, and I do not claim to be an authority on the subject, but merely a student. For it seems the learning and areas to improve are never ending – and that’s a good thing. I have however, enjoyed the experiences of watching and learning from the differing styles of leadership I have had in both corporate America, the church and small business; and I have been able to glean that the best leaders seem to have an ability to address and impact key three areas:  

Elevation: To elevate someone isn’t necessarily promoting them, more than it is having the desire and ability to develop them. Truly impactful leaders look for opportunities to develop the people under their authority. They seek to build relationships with their team, identify their strengths and areas for improvement and then take action to elevate their people through intentional training, coaching and development (Titus 2:7-8). The best leaders resemble  caring parents who don’t leave their childrens learning to happen stance. Instead, they seek to provide quality education, mentorship and support to ensure they mature well. Likewise, leaders care to get involved and develop their teams.

Encouragement: Without encouragement, we are left with assumptions. These might be correct, or incorrect ideas we have about our job performance and the quality of our work. However, with feedback, whether it is corrective, instructive, or reassuring, it can always be delivered in an encouraging way that helps everyone gain clarity in knowing where they stand in the mind of the leader (Ephesians 4:29). This is a powerful gift leaders have and can choose to give. If a leader rarely communicates with their people, they unknowingly create instability within their teams. For their people never truly know where they stand, which can lead to developmental stagnation within an organization. However, with feedback unified with encouragement, team members receive the opportunity to change and improve, thus affecting their overall performance and confidence. As a result, this has a multiplying impact on a team’s overall success. 

Elimination: It is easy for a leader to be sucked into the “ivory tower” syndrome. This is when they lose connectivity with the front line and begin making changes and developing strategies in a vacuum with other internalized leaders. However, the most effective leaders, never lose touch with the front line and realize their success and the organizations success is directly tied to the ones engaging with the clients, making the sales and delivering the service. Therefore, effective leaders invite feedback, ideas and suggestions from their teams and never forget, that one of their primary roles is to eliminate problems for their teams and remove stumbling blocks so that their teams can be most effective. The team isn’t there to serve the leader as much as the leader is there to serve their team (Acts 20:35).

Application: “Transforming Me to We” – Philippians 2:3  
Martin Luther King, Jr., a great role model in effective leadership, once said, “Anyone can be great because anyone can serve“. When leaders break from thinking it’s all about the me, and begin to embrace their true value in making it all about the we, then their teams begin to be transformed one person at a time; and as teams transform, organizations transform and when organizations unite in their ability to serve, even communities can be transformed – and that’s a business model anyone can be proud to be a part of!