Page 7 • Continued from previous page contributing to a supportive and uplifting work culture that encourages growth, collaboration and a sense of shared purpose. A Persistent Leader Persistence in leadership is characterised by the ability of leaders to stay focused and driven and the ability to bounce back from setbacks, learn from mistakes and adapt strategies as needed. A Persistent leader is resilient and does not give up in the face of adversity. An example of persistence in leadership is a Senior Executive who, in the face of a natural disaster, refuses to let setbacks derail their efforts to drive an essential organisational transformation agenda. Despite the challenging circumstances, this leader remains determined and adapts their strategies to overcome obstacles, ultimately achieving success and showcasing their ability to be resilient in the face of adversity. This resilience not only benefits the leader and their team but also sets an example for others within the organisation, demonstrating the power of persistence in the pursuit of long-term goals. A People-Oriented Leader It is also essential to recognise that leadership, by definition, is not solely about telling others what to do, but also about actively helping to overcome challenges while remaining positive. Leadership By Action is based on the premise that no one individual is able to do everything, but every individual can do something. Leaders who are willing to get their hands dirty and lead from the front not only earn the respect of their followers but also gain valuable insights and perspectives that can inform their decision-making. By actively engaging with the work and the people, leaders are better equipped to address issues, solve problems, and drive innovation. Too often leaders emphasise the ‘Big Stick’ authority and power, sometimes using the threat of strong consequences to achieve compliance and maintain control. A people-oriented leader works with others, builds trust, and encourages teamwork, using respect instead of threats to get things done. Additionally, a peopleoriented leader prioritises the well-being and growth of their team members. The simple truth is that people in organisations are interested not so much in what their leaders know but how much they care. For example, they might invest in professional development opportunities for staff, acknowledge and appreciate the efforts of every employee, treating everyone with fairness without showing favouritism, or implement flexible working arrangements to support a better work-life balance. Such leaders demonstrate empathy and understanding, fostering an inclusive and supportive work environment. • Continues on next page
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