The Gauntlet
When employees are asked why they support their leaders, why they choose to follow them, the characteristic cited most often is credibility. Qualities like vision, communication skills, and high engagement always appear near the top of the list, but consistently, it’s credibility that scores highest.
Credibility is typically a composite response, meaning that it is a compilation of replies to several different questions like: How consistently does your leader model your company’s core values?
Do they walk the talk?
How do you rank your leader’s authenticity? Do they reveal both strength and vulnerability?
What level of trust do you have in your leader’s commitment to support and develop you?
Other behaviors associated with credibility include:
- Transparency: operating with integrity, enabling others to know what a leader is doing and why;
- Approachability: being accessible and engaged, open to hearing new ideas or feedback;
- Encouraging: enthusiastically promoting curiosity and initiative in pursuit of improvement;
- Awareness: alert for opportunities to acknowledge, coach or express appreciation;
- Accountability: owning problems and facilitating solutions, leading by example with clarity, commitment, and the appreciation of consequences.
How do you assess your credibility as a leader?
