Continuing our series on the dimensions of leadership, this week we will discuss “Fairness” and how leaders can apply this principle within their organizations. We find that the most successful leaders
“Engage with others’ talents and contributions in a highly-principled and authentic manner”
Fairness is one of the strongest dynamics in an effective workplace. It promotes harmony, good will and a sense of equity among colleagues. A leader who practices fairness learns about the strengths and talents of the team members and works to engage them. They seek to gain perspective from as many others as they can.
Fairness does not mean that everyone is given the same recognition (job functions, promotion, pay increase, etc.), but it does reaffirm that all will receive equal opportunity for recognition. Fair leaders hold themselves accountable to be unbiased when handling issues that impact many.
A leader displays fairness by holding to acceptable standards and being reasonable in their responses. They look for alignment among people and teams, trying to create the most mutually effective outcomes. They engage others without judgment or prejudice. They practice what they preach.
Leaders who score high on the Fairness dimension might:
- Avoid the command and control ways of management that are ingrained in an organization
- Seek alignment among teams
- Be effective at treating others with equitably
- Be unbiased
- Withhold judgment based on prejudices
How can we determine if a leader scores high in the Fairness dimension?
A series of 4 attributes are commonly associated with the Fairness dimension. By utilizing our Legacy Leadership 360 assessment, we can determine the level that the person involved in the assessment is rated (by themselves, coworkers and peers) at the following attributes:
The equitable leader fosters an environment where people feel like they have been treated like others, in a fair and impartial way. They believe that an environment where all people, ideas and perspective of worthy of consideration. They work to give
everyone a place at the organizational table.
Being equitable means recognizing the talents and contribution of all members of the team and celebrating their differences. The equitable leader looks for ways to tap into the unique talents of others and then help share how those talents improved the team’s performance.
Integrity is often the attribute most associated with good leadership and viewed as the most critical for leadership effectiveness. Many strong character traits reside in the integrity space, including honesty, reliability, uprightness and honor. High integrity
leadership connects the values that a leader espouses to the actions that others see.
Holding firm to what one believes, even in the most trying circumstances, is a measure of integrity. It requires consistency in the way one speaks and in their actions. A leader with integrity holds themselves to the same standards and expectations they hold
Integrity requires more than a simple adherence to morals or principles. It includes a deeper, personal understanding of them, and the rationale for their existence. Having integrity does not mean that the leader hasn’t made mistakes or faced moral dilemmas, but rather that they recognize those situations and continue to work on improving them.
The inclusive leader recognizes that the whole is often great than the sum of its parts. They understand the value of team. They bring people together to find common ground and mutually shared benefits. When groups are assembled, the inclusive leader looks for ways to get input and perspectives from as many others as possible.
Being inclusive requires a willingness to take in many points of view, including those that counter to their own. The inclusive leader believes in collaboration and works hard to make others feel like they are part of team.
The respectful leader creates the type of environment that allows each person to do their very best work. They promote cooperation, open communication and a safer workplace. In connections with others who may have different beliefs, backgrounds or experiences, they engage consistently and appreciate the similarities and differences. They develop a healthy curiosity to understand the perspective of others.
Being a respectful leader requires increased awareness and practice, displaying the right attitudes and behaviors to positively affect others. They hold a regard for others and value them as individuals.
Effective leadership is key to driving business results and becoming a more effective leader starts with awareness.
Our 360 leadership assessment is different from other individual survey tools. Designed to provide immediately actionable feedback on the dimensions and qualities most closely linked to a leader’s ability to perform effectively in their role, it leverages the latest research from both social and cognitive neuroscience. It is simple to administer, intuitively relevant and highly cost effective. Whether used in conjunction with our experienced coaches or alone with its easy-to-understand User Report, its impact and value for your current and emerging leaders will be immediate.
If you are interested in furthering the development of the leaders within your organization, we encourage you to email or call us at 888-892-0300.