In the recent Twist wellbeing and organisational change research the topic of role-modelling came up repeatedly in discussions. ‘Doing the right thing’, and having a good example to follow, especially when things are uncertain, was important.
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Demonstrating consistent behaviours that others can follow and being an example of what an organisation stands for, is something that’s part and parcel of leadership and management. Whether that behaviour is good or bad, role-modelling comes with the job.
Role-modelling serves many great purposes in organisations and in our wider society too. It helps to set cultures, reflect the values and helps people understand where the boundaries lie for them too.
I haven’t yet come across a handbook for leaders and managers that helps with this (I'd love to hear if you know of one). However, based on my own experience, here are five ideas that might help you become a better role model.
Be clear on the role model you’re actually setting
As every organisation is different, you’ll need to be clear on the approach you’re taking. Which behaviours and attitudes are right for you, your team and your organisation? If you’re planning change, how aligned are you as a leadership team on the change you’re introducing? If you’re not, it will show up.
2. Think about your organisation as a whole.
People identify with role models so make sure you consider diversity in your thinking. What you think of as a role model might not be the same for everyone - they might not be at a leadership or manager level and could be another gender, ethnic group or background or have a disability.
And, don’t forget that although senior leaders set the overall tone and vision, it’s often line managers that people have most contact with, so they become the role model for many.
3. Mind your say-do gap
Saying one thing and doing another is a very rapid way to undermine trust. I’ve been hugely disappointed by a role model of my own in the past when I discovered that they had been undermining a peer and my respect (and trust) evaporated almost instantly. Read more about say-do in this blog post.
4. As a leader, you’re always a role model
I’ve worked in and with organisations where I’ve seen some pretty poor behaviour from leaders and managers – very visible ‘back-stabbing’ and point-scoring has given others permission to do the same. Remember, you’re always on show. And in times of change, people will look to you even more, so make sure you're setting a positive example so folk remember you for the right reasons...
5. Reflect on your own role models
It’s often useful to think about your own (positive) role models. What do you respect in them? What have you learned or adopted from them? How has this impacted your own approach?
Finally, here’s a great example that a respondent in the research findings shared about their MD who was leading a big change, and why their behaviour made such a difference:
“[they] started to send messages saying, “I’ve decided to block out 30 minutes in my diary every single day to make sure that I have time away.” Telling people what he was doing to make it better for him, gave others the licence to do the same.”
As we’re facing so many transitions in our short and long-term futures right now, the example you set will be even more visible in your organisation. Taking time to think about this is vital.
If you’re planning an organisational transformation and need a space to reflect on your leadership approaches before you get started, please get in touch.
You can register for the Twist Wellbeing and change report to get more insights and ideas on supporting yourself and others through uncertainty.