Your company has a value proposition. There is something that you do that your client’s perceive as valuable enough to choose you over all of your competitors. There’s a reason your client’s buy what you sell and there is a reason they buy from you.
Your company also has an employee value proposition. There’s a promise made about the value of working for your company. That’s what attracts employees to you (or what could).
But what do you provide in the way of a leadership value proposition that makes you worth following? What’s your leadership value proposition?
Does your leadership value proposition include some vision of a compelling future? Is that vision where you want to take the company? Or is it a vision that inspires your team and gives them something they can get behind?
What is the inspiring vision that makes up your leadership value proposition?
Along those same lines, what does it mean to be a part of your team and follow you? How does your leadership value proposition speak to meaning? Meaning is identity. Meaning is culture. A leaders provides meaning, creates a culture, and protects that culture.
Why is it important to be who you are and do what you do?
Who do the people that follow you become by doing so? Do they grow in their abilities? Are they being stretched and challenged in new ways? Does following you prepare them for that growth?
Does your leadership value proposition speak to growth?
Does your leadership value proposition include a component of caring? Does following you mean that your team gains a servant leader, someone dedicated to their success? Or does following you mean your employees serve you?
There is a difference between employees and followers. Managing and leading are different. People may choose to work for you and still not follow you. But people that choose to follow you will work for you, and in a much different way than they would if they were simply employees.
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