Life, Coaching
Russell Verhey
Discover Your Life Purpose! 8 Circles, 7?s, and ...

Psychology

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Growing Your Leadership - Foundations for Development - Integrating Philosophy, Psychology, and Practice

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6-Week Leader Development Series

  1. Foundations - 4 Levels of Your Life and Work

  2. SoulWork

  3. Self-Leadership

  4. Team Leadership

  5. Strategic Leadership

  6. Leveling-Up - Identifying Threats, Invest in Capital, and the Courage to Lead Well

Growing Your Leadership - Week 1 - Foundations

John, the COO of a Fortune 500 company, neglected his leadership development amidst the demands of running the operations of a large corporation. Despite numerous growth opportunities, he prioritized operational tasks over personal development. As a result, John's leadership style became increasingly autocratic and disconnected from his team's needs. Employee morale plummeted, turnover rates soared, and innovation stagnated. Leaders like John who neglect their development hinder their effectiveness and risk damaging team dynamics and organizational performance. John's story is all too common. It underscores the critical importance of continuous leadership development in driving success at all levels of an organization.

Sarah, the CEO of a tech startup, recognized the importance of investing in her development to lead her team better. Despite her busy schedule, she dedicated time to attending leadership workshops, participating in executive coaching sessions, and reading books on effective leadership. As she implemented the strategies and insights gained from her development efforts, Sarah noticed a significant shift in her leadership approach. She became more empathetic, communicative, and strategic in her decision-making, fostering a culture of trust and collaboration within her team. Employees felt more engaged and motivated, increasing productivity, innovation, and team performance. By prioritizing her development, Sarah not only improved her leadership effectiveness but also positively impacted the dynamics and outcomes of his team.

Integrating Philosophy, Psychology, and Practical Application

Laying a foundation for personal and leader development demands a comprehensive approach that transcends traditional boundaries, integrating elements of philosophy, psychology, and practical application. Philosophy provides the conceptual framework and guiding principles that underpin one's understanding of self, purpose, and ethics, offering timeless wisdom to navigate life's complexities. Psychology delves into the intricacies of human behavior, cognition, and emotions, equipping individuals with insights into their psyche and interpersonal dynamics crucial for effective leadership. Practical application bridges theory with action, empowering individuals to translate knowledge and insights into tangible behaviors and habits that drive personal growth and leadership effectiveness. By embracing this holistic approach, individuals embark on a transformative journey of self-discovery, continual learning, and meaningful impact, laying a solid foundation for their development and that of others they lead.

What makes the difference between John and Sarah?

In today's rapidly evolving business landscape, the success of organizations hinges on effective leadership at all levels. From self-care to self-leadership and team and strategic leadership, cultivating strong leadership capabilities is essential for driving innovation, fostering collaboration, and achieving sustainable growth. Recent statistics underscore the tangible benefits of leader development on organizational outcomes, highlighting the critical importance of investing in leadership growth initiatives.

Self-Care (SoulWork) - Intentionally Paying Attention to What Matters Most

The phrases "human being" and "human doing" highlight different aspects of the human experience. John's story indicates a bent toward doing while Sarah prioritizes being without compromising on getting work done. Both phrases are integral to the human experience; the significance lies in striking a balance between being and doing, recognizing the importance of self-awareness and action in leading a fulfilling and purposeful life. Recognizing the significance of spiritual vitality, holistic well-being, moral character, alignment of values, living authentically, and working purposefully is crucial for fostering a fulfilling and meaningful life. Spiritual vitality provides a sense of connection to something greater than oneself, offering solace and guidance in times of adversity. Holistic well-being encompasses physical, mental, and emotional health, emphasizing the importance of balance and self-care in achieving overall fulfillment. Moral character serves as the foundation for ethical decision-making and fostering healthy relationships, contributing to a sense of integrity and trustworthiness. Alignment of values ensures congruence between beliefs and actions, promoting authenticity and inner harmony. Living authentically involves embracing one's true self and values, leading to empowerment and fulfillment.

Working with purpose gives meaning to one's endeavors, fostering motivation, resilience, and a sense of contribution to the greater good. Together, these elements form the pillars of a life imbued with purpose, meaning, and fulfillment. Too much-being leads to inactivity and apathy. John's emphasis on human doing led to valuing tasks over the welfare of people, misaligned priorities, burnout, and putting secondary things first. Sarah's aspiration demonstrates a holistic tension in life and work that requires attention and intentionality.

Self-Leadership - Efficacy of self-direction, effectiveness, and growth

At the foundation of effective leadership lies self-leadership—the ability to understand oneself, manage emotions, and drive personal growth and development. Leaders who prioritize self-leadership exhibit resilience, adaptability, and a growth mindset, inspiring confidence and trust among their team members. According to a survey by Harvard Business Review, 65% of respondents believe that self-awareness is the most critical capability for leaders, emphasizing the significance of self-leadership in driving organizational success. By investing in self-leadership development, individuals can enhance their ability to navigate challenges, make informed decisions, and lead authentically and purposefully.

Team Leadership - Guiding a diverse collective effort toward a common purpose and shared goals

Effective team leadership fosters a culture of collaboration, empowerment, and high performance within organizations. Leaders who excel in team leadership understand the dynamics of group behavior, leverage diverse talents and perspectives, and create an environment where team members feel valued and motivated to contribute their best work. Research by Deloitte reveals that companies with effective team leaders are 50% more likely to outperform their peers in revenue growth over three years. By investing in team leadership development, organizations can unlock the full potential of their teams, driving innovation, productivity, and competitive advantage.

Strategic Leadership - Executing a compelling plan by leveraging the organizational potential for growth and the good of all the stakeholders.

Strategic leadership involves setting a compelling vision, aligning resources, and driving organizational change to achieve long-term goals and objectives. Leaders with strategic, solid leadership capabilities can anticipate market trends, identify growth opportunities, and navigate complexity with agility and foresight. According to a study by McKinsey, organizations with strong strategic leadership are 2.2 times more likely to outperform their industry peers in terms of long-term value creation. By investing in strategic leadership development, organizations can adapt to changing market dynamics, seize emerging opportunities, and maintain a competitive edge in today's dynamic business environment.

The Impact of Leader Development on Organizational Outcomes

Recent statistics highlight the significant impact of leader development on organizational outcomes, including increased productivity, employee engagement, and financial performance. According to research by the Center for Creative Leadership, organizations that invest in leadership development experience, on average, a 15% increase in employee engagement and a 14% increase in employee productivity. Moreover, an Association for Talent Development study found that companies with comprehensive leadership development programs are 84% more effective at delivering financial results than those without.

In conclusion, growing leadership across four levels—from self-care to self-leadership to team and strategic leadership—is essential for unlocking organizational success in today's dynamic business environment. By investing in leader development initiatives, organizations can cultivate a pipeline of skilled and empowered leaders who drive innovation, foster collaboration, and achieve sustainable growth. As recent statistics demonstrate, the value of leader development extends far beyond individual leaders, positively impacting organizational outcomes and driving long-term success.

Next, we will explore the focus on the elements of Soulwork, touching on philosophical origins, psychological theories, and self-care practices.

The Grow Your Leadership series articles require me to stretch my literary legs over the next few weeks and settle into a pace of topic- and theme-focused writing. These posts parallel my Ph.D. dissertation in Industrial Organization Psychology and my book project on Mentorship.

Please comment in the comment section if you have additional thoughts or stories. If you have questions, feel free to message me directly at russell@leaderadvance.net

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Workplace Psychology - Why a PhD in IO

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A historical review of I/O affirms my interest in learning and applying its practice to expand the opportunities for good work. Work, especially good work, stimulates my curiosity about what, how, and why people do what they do and how organizations holistically support these efforts to collectively toward their mission. 


organizational issues create more opportunities for workplace psychologists to have an impact.

The study of work and the conditions that allow employees to be productive is the foundation for I/O psychology. Early studies such as the Hawthorne effect experimented with lighting and workplace conditions until later learned how attitude is the key to productivity. What's fascinating about this historical study from Western Electric is the root causes are still evident today. We're trying to learn how to deal with attitude present day. 



Since the pandemic, attitude in the workplace has been influenced by stress at home and at work. Conversations about burnout are commonplace. These conversations highlight the issues of employees will well-being. I've studied the problems of stress in the workplace for more than half a century. Terms that define these issues range from occupational stress, work stress, job-related stress, and organizational stress. The citations for workplace stress have appeared in over 22,000 psychology journals and articles in the last two decades. The conclusion of such an extensive literature review is workplace stress needs to be more conclusive. Workplace and occupational stress issues need better or clearer definitions for future studies. These studies would include holistic research on employee well-being. Secondly, the literature review concludes the need for better communication bridges and knowledge sharing (Cassar et al., 2020). Mental and emotional factors are different today compared to past studies measuring the physical effects of workforce stress. These factors affect employee engagement, performance, and productivity. What are organizations doing to support the well-being of other employees? 


One hundred years ago, workplace psychologists were primarily studying IQ. Today we measure EQ and social intelligence as essentials for effective leadership and management. The IO industry progresses based on the change in times within the workforce. Progressive companies are committed to building human capital or proactively training their employees in competencies and relational skills to work in a collaborative environment. From the construction site to the start-up to healthcare and institutions, people and organizational development

The mandate for IO psychologists is to be relevant, practical, and timely in their research and reporting. The theories and studies of the past inform the future. Yet, IO's future is dependent on innovation. Innovation requires testing new theories and supporting them with evidence-based research. Its theories must align with real-world practices—institutional or academic approaches to get lost in the daily grind of organizational demands.

My role as an organizational development consultant in healthcare reminds me daily that people's lives are on the line. The welfare of nurses, providers, managers, and leaders influences the health of our patients. Healthcare is in a staffing crisis from demands throughout the pandemic. This crisis has led to an excessive turnover, limited recruitment, and decreased patient experience quality. Healthcare is not alone in its staffing challenges. 

The consult guides culture-based conversations focusing on leadership gaps, trends, and issues in the workplace. Consultations begin with defining the issues and root causes, and Consults give stakeholders time and space to re-envision the desired outcome. Consulting process helps identify goals, priorities, and problems to be solved. On one level, it's aspirational to identify values. However, at the ground level, values must align with measurable behaviors that will strengthen the organization. 

Reference 

Cassar, V., Bezzina, F., Fabri, S., & Buttigieg, S. C. (2020). Work stress in the 21st century: A bibliometric scan of the first 2 decades of research in this millennium. The Psychologist-Manager Journal, 23(2), 47–75. https://doi.org/10.1037/mgr0000103