What’s Your Leader Reputation?

Leaders often think of their reputations in limited ways.  They may frame it as someone who solely drives metrics goals, or being nice, or coldly decisive, or ruling over their people.  Often intentions do not translate into reality.  They may even try to deliberately form their reputations – which is good if it’s good for the people in their teams but will fail if it’s not sincere.

The reality is:  Reputations are shaped by how employees experience their leaders.

In my career, I have experienced many different leadership styles and practices.  How people speak about leaders is 98% reliable.  For example:

     “They’re awesome!  So caring and a great leader.”

      “Literally the nicest person, but sometimes at the expense of leadership.”

      “Well, I haven’t had any problems with them, but I know others who have.”

      “They’re brutal.  They achieve all the financial goals but with a lot of collateral damage.”

      “They’re so arrogant and only care about their progress.”

      “They manage up and sacrifice their people.”

      “They’re great. Really helped me in my career and was always supportive.”

      “Really trustworthy.  Won’t throw you under the bus.  They defend us, when needed.”

      “They’re inspiring and really bring our team together.”

      “They’re horrible.  I hope I’m never moved to their group.”

      “They changed my life.  I never knew work could be so fulfilling, supportive and inspiring.”

Reputations are shaped by how leaders treat people, and by how others observe those interactions. It is never an audience of one taking in that behaviour.  People can sense insincerity, and actions always speak louder than words. Only real actions that match real words will stand up to scrutiny.  Leaders who have great reputations are given a lot of grace when they make mistakes, while those with poor reputations find employees ready to see them fail.

Leaders are people who come with their own unique personalities, attributes, cultural backgrounds, and experiences.  The best ones make their employees feel seen, valued, supported, encouraged and provide great vision and leadership. It’s all down to actions, not just words.