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Leading Self
The Psychiatrist Leader understands that leadership begins with a strong understanding and sense of self and how it shapes their leadership and is committed to ongoing personal learning, reflection and improvement.
Authenticity
The Authentic Leader has a high level of awareness of who they are as a person and a leader, which includes an understanding of their personal values, biases, privilege, strengths and how this shapes their leadership. They use their personal values as a compass to guide their leadership, whilst also being aware of, and open to other perspectives and positions.
The Authentic Leader engages in self-reflection, is transparent, acts with integrity, demonstrates self-compassion and is open to sharing their own experiences. They also understand how their personal values align with and fit within the organisational culture and context.
Authentic Leadership can enhance consumer outcomes, promote a culture of trust and respect, and contribute to the overall well-being of both consumers and the healthcare team.
Skills
Aligns actions with personal values and ethical principles, even when in difficult situations.
Regularly engages in self-reflection to understand personal values, strengths, and areas for growth.
Recognises how personal experiences and biases may impact leadership decisions.
Bounces back in times of adversity and maintains a positive outlook during challenging times by aligning to their own personal values.
Treats themselves and others with kindness and forgiveness, understanding that self-improvement is an ongoing journey.
Demonstrates a willingness to admit mistakes, take accountability and support others to the same, while working through challenges as a team.
Behaviour
Demonstrates congruence between words and actions.
Maintains integrity and transparency in their interactions.
Shares information openly and honestly, including both successes and challenges.
Seeks input and feedback from multiple people and perspectives to inform views and decisions.
Inspires and motivates others by demonstrating confidence and skill in complex situations, leading by example and articulating a clear vision.
Acknowledges mistakes and learns from them, setting a positive example for others.
Encourages others to embrace and express their own authentic style.
Consistently acts in alignment with personal values and ethics, demonstrating an awareness of personal leadership purpose and approach.
Resources
Self Assessment
Free Big Five Personality Test - Accurate scores of your personality traits (truity.com)
Articles and websites
Authentic Leadership: What It Is And Why It’s So Important (HBR)
Authenticity in Leadership (linkedin.com)
A Complete Guide to Authentic Leadership | TSW Training
Authenticity: The Key To Great Leadership And How To Embrace It (forbes.com)
Podcasts
HBR on Leadership - What Makes and Authentic Leader
HBR on Leadership - Why Authentic Leadership is so Hard
Videos
Emotional Intelligence
Emotional intelligence involves the ability to effectively recognise, understand, manage, and influence emotions within yourself and for those you lead.
The Emotionally Intelligent Leader is self-aware, has the ability to regulate emotions, demonstrates empathy, communicates effectively with others, addresses emotions constructively and resolves conflicts as they arise.
Emotional Intelligence builds trust within and across teams, provides for empathetic and person-centred care and emotional resilience and sensitivity.
Skills
Identifies and understands own emotions and triggers.
Continuously engages in self-reflection to understand emotional responses and patterns.
Manages and regulates own emotions to adapt and respond appropriately in different situations.
Implements healthy coping mechanisms to maintain emotional balance.
Actively and empathetically listens to team members, colleagues, consumers and carers, family and supporters, demonstrating genuine understanding and care of their emotional experiences.
Puts themselves in others' shoes to understand their feelings, needs, and views.
Understands different emotions and perspectives from a place of non-judgement
Communicates with empathy and sensitivity, adapting style to different emotional states and diverse backgrounds.
Resolves conflicts and builds rapport by addressing emotions constructively.
Behaviour
Expresses emotions appropriately and authentically, by being self-aware of own leadership vulnerabilities, strengths and areas for growth.
Seeks feedback from colleagues and trusted individuals to gain insights into emotional impact on others.
Practices impulse control and avoids reacting impulsively to emotional triggers.
Utilises techniques and self-care practices to maintain emotional resilience and wellbeing.
Engages in active listening, making an effort to understand the emotions and concerns of others.
Validates the emotions and experiences of others, even when not necessarily agreeing with their perspective.
Uses empathetic and clear communication to foster trust and collaboration.
Resources
Self assessment
Emotional Intelligence Self-Assessment (Psych Central)
Emotional Intelligence Self-Assessment (Workplace Strategies for Mental Health)
Articles and Websites
10 Tips for Leaders to Improve Their Self-Awareness - businessnewsdaily.com
What is self-awareness? And how can you cultivate it? (nbcnews.com)
The Johari Window Model (communicationtheory.org)
How to Develop Emotional Intelligence Skills | HBS Online
10 Best Emotional Intelligence Books To Read [2023 List] (neuroworx.io)
What Is 360-Degree Feedback? (thebalancemoney.com)
Videos
Leading With Emotional Intelligence in the Workplace (YouTube)
The Power of Vulnerability with Brene Brown (TEDTalk)
How to Stay Calm When You Know You’ll be Stressed with Daniel Levitin (TED)
The Art of Listening with Simon Sinek (YouTube)
Podcasts
Building Blocks of Emotional Intelligence (Emotional Intelli-gents)
How To Master Your Emotions: A Guide To Emotional Intelligence (The Mindset Mentor)
Training
Leading With Emotional Intelligence - Book Online Today! - AIM
725: Boost Your Emotional Intelligence w/ Michael Ventura • The Art of Charm (spotify.com)
Navigates Ambiguity
Navigating Ambiguity means adapting in an ever-changing environment, working with complexity and uncertainty, embracing discomfort, and making informed decisions based on the best information available at the time. It requires shifting and learning while addressing the challenges and uncertainties that exist, quickly and effectively responding to changing conditions, emerging trends, and evolving to team and consumer and carer needs.
The leader navigating ambiguity demonstrates open-mindedness, a willingness to listen to multiple views, adaptive in their problem solving, assesses risks holistically, is flexible, has a tolerance for uncertainty and is able to sit with discomfort and acknowledge that they don’t have all the answers.
Effectively navigating ambiguity results in agile and adaptable individuals and teams and fosters a culture of innovation, responsiveness, supporting innovation and continuous improvement.
Skills
Embraces new ideas, approaches and holistic care options and invests in education and opportunities for their team to enable to grow and learn
Creates and enables a collaborative team environment through fostering inclusiveness and open communication.
Demonstrates the capacity to analyse ambiguous situations, clearly identify key issues, and formulate innovative and effective solutions with confidence.
Holistically assesses risks associated with uncertain decisions, balancing caution with necessary innovation when required.
Monitors for and foresees changing circumstances, adjusts strategies and plans as needed, and seizes opportunities when they arise.
Remains calm in challenging, uncomfortable, or high-pressure situations, setting a reassuring example for the team.
Able to work across cultures, disciplines and organisations to facilitate change.
Recognises personal discomfort when dealing with new or unique situations and uses it as way to learn and grow
Comfortably manages situations when dealing with incomplete information and makes informed decisions while acknowledging and addressing uncertainty.
Makes well-informed decisions in time-sensitive, high-pressure scenarios.
Energises others by demonstrating confidence to experiment, creating space for others to test new ideas and approaches
Behaviour
Communicates openly, honestly and respectfully with team members, consumers, carers, family and supporters and other stakeholders about the uncertainty or discomfort of a situation, building trust and understanding.
Willingness to learn and encourages a team culture of continuous learning within the team, promoting adaptation, innovation and skill development
Makes well-considered decisions in ambiguous situations, accepting responsibility for the outcomes.
Actively seeks feedback from peers and colleagues to improve decision-making and adapt to uncertainty.
Demonstrates resilience in the face of discomfort, serving as a role model for colleagues and team members.
Holds a future orientated and growth mindset that accepts changes are needed in order to grow and improve.
Advocates for ethical practices, even in challenging or ambiguous situations, and upholds ethical standards.
Resources
Articles and Websites
A Survival Guide For Leaders (HBR)
What is Adaptive Leadership? (ANZSOG)
Adaptive Leadership (HBR collection of resources)
Leading Through Ambiguity (Korn Ferry)
The Agile Leader - Adaptability (mindtools.com)
How to Lead Through Ambiguity - Henman Performance Group
6 Strategies for Leading Through Uncertainty (hbr.org)
How to Lead Through Ambiguity: Tips for Organizational Leaders (linkedin.com)
The Nine Principals of Agile Leadership (Agile Business Consortium)
Videos
Navigating Ambiguity with Andrea Small (YouTube)
Podcasts
