In my article last week, I wrote about the dangers posed by leaders with an over abundance of red flag behaviours, occupying seats of power. Far too many red flag leaders are more concerned with the prestige that comes with their titles, than with executing the work associated with leadership excellence.
Green flag leaders, on the other hand, are clear on the exemplary attributes they wish to cultivate in others and they act accordingly.
Green flag leaders embody the traits and behaviours that dominate human-centred leadership, alongside the skills that drive commercial growth. They move beyond titles, into transformative influence over people and business practices. Of course, some leaders do not carry titles at all. Often, they are ordinary individuals, achieving extraordinary outcomes. They simply embody the twin values of competence and character.
Green flag leaders encourage individuals to become better versions of themselves, by instilling a new person belief system. They elevate intellectual capacity by planting the seed that personal greatness is possible. They fortify minds by speaking words of encouragement and they pull individuals out of their comfort zones, into their zones of genius.
This is the litmus test of great leadership. It is where the leader stops being the main character and focuses on expanding the journeys of their supporting characters.
Leaders must commit to displacing themselves, so that success can embody a collective imprint of their teams.
Unlike red flag leaders, green flag leaders are not weighed down by arrogance or self-centredness. Their magnetism is born of unending self-awareness, relentless self-reformation and the willingness to embrace their own insignificance. These traits allow them to see others as equals, despite role disparities.
Treating people with dignity and respect, becomes the marker of their leadership brand. The businesses that thrive at leadership level, demand that their executives hold dignity and respect as non-negotiable standards.
Businesses populated with green flag leaders, thrive because thorny issues are addressed as soon as they arise. Employees are not subjected to living in parallel universes, where double standards and uneven practices coexist with enforcement irregularities. When leaders confront issues with urgency, employee trust is strengthened and healthy cultures remain protected.
Green flag leaders are made of iron not straw. They possess an emotional endurance that steadies them during the most challenging circumstances. They provide a stabilising presence during turbulence and do not collapse under pressure. In uncharted situations their clarity and decisiveness shine.
One of the greatest markers of superlative leadership competence, is the ability to attract superlative talent. Great talent follows businesses that deliver a great leadership experience.
Fortified talent, fortifies profits because it eliminates cultural impairment caused by toxic leadership. The ensuing commercial impact is undeniable therefore, when businesses prioritise the onboarding of talented leaders.
Green flag leaders conduct SWOT analyses on themselves. They confront their strengths and weaknesses head on, as well as opportunities and threats precipitated by their leadership style. They do not indulge the fluff associated with sycophancy. They submit themselves to rigorous self-analysis and peer critique, in order to produce the best version of themselves.
Self-imposed accountability, is one of the most recognisable traits of astute leaders. They set and hold themselves to the highest standards, whilst applying clinical assessment of their flaws, failings and successes. They reject performance scoring systems skewed to make them look good and embrace systems that are both title agnostic and uncompromising.
Green flag leaders never assume they have arrived at leadership nirvana. Their focus is on compounding positive impact and keeping sight of the noble intention of their role.
In other words, they never lose sight of the “why” of their leadership.
