So, what is leadership, really?<\/p>\n
Based on our decades of pioneering research and experience, we define leadership as a social process that enables individuals to work together to achieve results that they could never achieve working alone.<\/strong><\/p>\n Understanding how leadership works<\/a> as a social process is important for several reasons:<\/p>\n The terms management and leadership are often used interchangeably, but there are distinct differences, so understanding the definition of leadership vs. management can be helpful. The key difference between them:<\/p>\n Both management and leadership are important for accomplishing goals or making change happen, and depending on your role, you will need to draw on aspects of both to be effective.<\/p>\n Management roles and responsibilities involve planning, organizing, getting things done, and solving problems. Effective managers deploy resources and work through others to gain efficiency, quality, and accomplish goals. The focus is on day-to-day operations and tasks, and ensuring employees meet expectations for what they do and how they do it. A good manager delegates tasks effectively; ensures the team meets any deadlines and targets; manages resources; and addresses conflicts efficiently.<\/p>\n Leadership roles and responsibilities are broader, and involve influencing, inspiring, and bringing out the best in others. Leaders see the big picture, help others connect the dots, and fill in gaps. Effective leaders motivate and influence teams to work towards achieving a common goal, and invest in the whole \u2014 the collective people and systems needed to succeed. They set a clear vision, encourage innovation, and support personal and professional growth in others.<\/p>\n Whether you\u2019re currently leading people and projects, a team or department, or an entire organization, your role will involve aspects of both leadership and management, as both are important. And when facing a new challenge, goal, or situation, remember the definition of leadership as a collective process, and consider what\u2019s most needed in the moment: leadership vs. management.<\/p>\n With that clarity, you can learn or apply the skills, behaviors, and capabilities most likely to solve a problem or support the desired shared outcome \u2014 and guide others to play their part, too.<\/p>\n At CCL, our research<\/a> distills leadership down to 3 essential elements: direction, alignment, and commitment, or DAC, in our widely recognized Direction \u2013 Alignment \u2013 Commitment (DAC)\u2122 model for leadership<\/a>.<\/p>\n This leadership definition moves beyond a focus on leaders, followers, and shared goals, and instead puts the emphasis on the shared outcomes<\/em> of leadership.<\/strong> If all 3 elements \u2013 direction, alignment, and commitment \u2014 are present, then we know that leadership is happening.<\/p>\n The actions, interactions, reactions, and exchanges of multiple people produce DAC together. And while organizational leaders play a vital role in setting the tone and making space for DAC to thrive, everyone is involved in creating DAC.<\/p>\n When you understand how essential direction, alignment, and commitment are for what leadership is, you can see why we define leadership as a social process \u2014 not a solo effort.<\/p>\n Our definition of leadership puts focus on what effective leadership does<\/em>. It recognizes that everyone can learn, grow, and contribute to shared direction, alignment, and commitment. And it creates space for many different leadership styles, individual personalities, and cultures.<\/p>\n But what exactly do we mean when we say that leadership is the result of DAC?<\/p>\n Direction is a shared answer to the question, where are we going? <\/em>It\u2019s an agreement on what a team or organization wants to achieve together and serves as a guide for setting shared goals.<\/p>\n With a collective sense of clear direction, everyone\u2019s time and energy go where they matter most. People know what to say yes and no to, and where to spend resources. They can see how their individual efforts fit into larger objectives.<\/p>\n Setting direction is an essential part of what leadership is, because it requires much more than just announcing a business target or even articulating a vision; it\u2019s about purpose-driven leadership<\/a> that creates clarity and inspires and motivates others.<\/p>\n While direction is where we\u2019re going, alignment is how we get there.<\/p>\n With alignment, each person understands their role and how it fits with the work of their colleagues. Overall, there\u2019s a sense of coordination and synchronization. Confusion and miscommunication are reduced. Efficiencies are created, resulting in fewer redundant tasks, duplication of efforts, and multiple checks and cross-checks.<\/p>\n Creating and maintaining alignment can be especially challenging today among remote or hybrid teams, with members in different locations and time zones. It can be frustrating to try to collaborate with others because teammates are in a different place and time of day \u2014 leaving people feeling left out, unable to contribute, and confused about their role and what\u2019s going on.<\/p>\n Effective leadership always requires a focus on both<\/em> relationships and<\/em> tasks, but that\u2019s particularly true when leading in a hybrid work environment<\/a> or with remote team members. Intentionally building trust and fostering coordination and interdependence can ultimately create greater alignment.<\/p>\n Commitment is a willingness to make the success of the collective a personal priority, where individuals know that their own successes are connected to those of others. People can trust that everyone will make the effort needed to ensure the group is successful, with a balance of give and take.<\/p>\n When a culture of resistance or minimal effort is replaced by a sense of \u201cbeing in it together,\u201d managers don\u2019t need to monitor activities so closely, or follow up many times on the same item. Team members are willing to give a little extra to ensure their group\u2019s success, versus just doing enough to get by. With an increased sense of accountability and a shared ownership mentality<\/a>, change is supported, shared goals are achieved, and cultural transformation is possible.<\/p>\n But commitment cannot be enforced; it must be fostered. The most effective managers understand that leadership means respecting differences, and seek to understand the experiences of their employees and build belonging at work<\/a>, creating spaces where people feel their perspectives and contributions are valued.<\/p>\n A shared view of the importance and meaning of leadership can actually help to improve the quality and consistency of it.<\/strong> With clarity on what leadership means, you can assess what\u2019s going well and what isn\u2019t \u2014 and take steps to improve how you work with others and accomplish what matters most.<\/p>\n So now that you know what leadership is and how to recognize when it\u2019s happening, what can you do to improve it?<\/p>\n If progress is stagnant in your organization or team, or in a community effort, think about leadership as an outcome<\/em> that you want to achieve through direction, alignment, and commitment. This can quickly help you diagnose where you need to focus your attention to regain momentum. Some specific steps to follow are outlined below.<\/p>\n How can you diagnose unclear direction, lack of alignment, or low commitment? Here are a few key signs:<\/p>\n Go beyond your own perspective to engage your team and learn how others view the current levels of DAC. Hold a candid conversation about the outcomes of leadership in your group, team, or organization to get a more accurate picture of what\u2019s going on and understand the current issues and challenges. Be intentional about first creating psychological safety<\/a> so that group members feel free to share openly what they think is going well and what\u2019s not.<\/p>\n Based on what you learn, you can identify needed changes.<\/p>\n Every team, project, and situation will involve different leadership challenges, so how you address issues will require different skills, actions, and behaviors.<\/p>\n For example, you may realize that your group has clear direction and strong commitment, but the processes and the systems and the way the organization is set up is chaotic. That means that Alignment<\/em> is the area that needs the most work, and so the collective effort should focus on improving how work is accomplished. In other situations, it might be low levels of shared Commitment <\/em>and\/or Direction <\/em>that are the biggest pain points to address.<\/p>\n While there are no quick fixes or single solutions, you can make progress on improving DAC levels with small changes such as these:<\/p>\n\n
Management vs. Leadership: What\u2019s the Difference?<\/h2>\n
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What Do Managers Focus On?<\/h3>\n
What Do Leaders Focus On?<\/h3>\n
Defining Leadership By Its Outcomes \u2014 Direction, Alignment, and Commitment<\/h2>\n
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<\/a><\/p>\nDirection<\/h3>\n
Agreement Within the Group on Overall Goals<\/h4>\n
Alignment<\/h3>\n
Coordinated Work Within the Group<\/h4>\n
Commitment<\/h3>\n
A Feeling of Mutual Responsibility for the Group<\/h4>\n
How a Better Definition of Leadership Can Improve It<\/h2>\n
Fuel the Social Process of Leadership: Start by Diagnosing Leadership Challenges<\/h3>\n
1. Watch for signs that DAC is weak.<\/h4>\n
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2. Bring in multiple viewpoints.<\/h4>\n
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3. Take simple actions to address issues that emerge.<\/h4>\n
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