Do you have what it takes to be a great leader? ABSOLUTELY, YES!

By Avia Mason, MPH Vice President, Leadership and Learning, ASTHO

In today’s dynamic and rapidly changing world, organizations need leaders who can effectively lead teams, build trust, model the way, and inspire empowered execution. Becoming a great leader is not just about professional success but also a journey of personal growth. It’s a process that succeeds in embracing challenges, seeking feedback, fostering connections, and cultivating understanding. In the words of Viola Davis, “I think you are only as connected to other people in the world as you are to yourself.” This sentiment holds true in leadership, where being open to learning, vulnerability, and selfreflection makes leaders human, authentic, and able to build trust and grow.

Great leaders are not born with innate talent; rather, they intentionally put themselves in situations where they must learn, adapt, and grow. These experiences become crucibles for developing the tenacity and fortitude needed to motivate and guide others. With a shift in mindset to focus on purposedriven leadership, consistent use of compassion, emphasizing self-care, and building a teamingbased model, we can help cultivate a thriving organizational culture we need to face the dynamic challenges of the future.

Purpose-Driven Leadership: Organizations that prioritize purpose-driven leadership not only have a higher chance of attracting, engaging, and retaining talented individuals but also create a positive and hopeful work environment. When leaders help their team members find meaning in their work and connect it to the organization’s purpose, a shared sense of direction, alignment, and commitment is created. Purpose-driven leaders not only foster greater performance and persistence but also cultivate a sense of belonging within the organization. Research suggests that purpose is a significant driver of employee engagement and satisfaction, and it plays a crucial role in determining whether young professionals seek to pursue leadership positions.

Consistent Use of Compassion: Successful leaders understand that their personal competence alone is not enough for achieving success. Compassionate leaders who prioritize empathy and understanding are more effective in strengthening trust within their teams and promoting organizational collaboration. Compassionate leadership decreases turnover rates and enables leaders to uncover hidden talents and leverage the skills and contributions of others. By fostering a compassionate leadership culture, organizations can create an environment where individuals feel valued and supported, increasing productivity and innovation.

Creating a Teaming-Based Model: Organizations can benefit from adopting a hybrid, team-based model to adapt to the changing landscape of work. This model emphasizes the importance of communication with greater speed, inclusion, and transparency. Organizations can drive collaboration, innovation, and agility by adjusting culture and leadership behavior in conjunction with these process changes. A teaming-based approach allows for diverse perspectives, encourages cross-functional collaboration, and enables the organization to respond quickly to challenges and opportunities.

Making time for Self-Care: Many of the people you meet on this journey may be self-proclaimed overachievers or Type A personalities. However, we are starting to realize that the relentless pursuit of professional perfectionism, the feeling that what we have achieved is never enough, comes at a heavy cost to our well-being. The drive for perfectionism can lead to workaholism, which in turn can result in depression, anxiety, and burnout. The COVID-19 pandemic shed light on the severity of overwork and burnout in the public health workforce. As a result, more people are considering scaling back and prioritizing self-care. As leaders, your teams will notice your behavior and whether you are practicing self-care or not. Encouraging others is one thing, but doing it for yourself is another.

In her book “Never Enough,” journalist Jennifer Wallace introduces the concept of “mattering.” Mattering means feeling secure in meaningful connections with others and being seen, cared for, and understood. Shifting from the societal trend of achievement addiction and unhealthy perfectionism is essential. It is about creating environments reinforcing the idea that achievements do not define one’s worth. As a leader, it speaks volumes for your team to see what you think matters. Don’t make the mistake of it being the work over them as individuals.

Becoming a great leader is a journey of continuous learning and growth. It requires embracing challenges, seeking feedback, fostering connections, and cultivating understanding with others. By letting go of perfectionism and prioritizing well-being, leaders can create a culture where employees feel empowered to prioritize self-care without fear of repercussions. Through modeled behavior, consistent communication, and demonstrated trust, leaders become great – which allows their teams to thrive and their organizations to make lasting impacts that will remain well beyond the leader’s tenure.