The Intentionomics® Of Leadership

In a recent masterclass program I presented to some emerging leaders within a financial planning group, I mentioned an interesting sign I had seen in front of one of our local churches that read “Leadership is about who you are, not what you do.”

Almost in unison, the group of emerging leaders nodded their understanding and agreement with the statement, and the majority of them I could see had written or typed the quote into their notes.

However, it is statements like this, that on the surface seem plausible, that can often go on to become mantras for leadership programs without being challenged on their actual validity. Returning to my emerging leaders masterclass program, their understanding and agreement with this statement about leadership quickly turned to confusion when I added… “And I don’t agree.”

Paraphrasing a key message from Aristotle’s Nicomachean Ethics, it is our actions and our behaviors that are our morals shown in conduct. Aristotle was very clear that what we do – our actions and our behaviors, reflect to the world our moral character. Following this philosophical line of thinking, it is nonsense to say leadership is not about what you do, because what you do, reflects to the world about who you are… and who you are, is very much about what you do.

Aristotle was very clear that what we do – our actions and our behaviors, reflect to the world our moral character.

However, leadership (and who you are) is of course not only about what you do. In what has been described by the renowned American Philosopher Donald Davidson as “possibly the most important treatment of action since Aristotle”, in Elizabeth Anscombe’s book ‘Intention’, she highlights that there also needs to be significant consideration as to why you do what you do – the motive or intention that drives the choice of action. This is what I refer to as The Intentionomics of Leadership – the impact of a leader’s intentions on the promises they make, the decisions and actions they take and the results they achieve.

Returning to Aristotle for a moment, this notion that our actions and behaviors are our morals shown in conduct, can be rephrased by saying “People Get Your Truth!” This is the foundation principle of Intentionomics for Leadership. As a leader (and it’s true not just for leaders), over time, your intentions, your promises, your actions and your results will either promote you as a person of good moral character, or expose you as a person of questionable moral character.

What then do we mean when we refer to the intention behind an action? Intention is the mindful awareness of the motive that is driving the decision and action. For leaders, the key to ensuring that your intentions are not only clearly understood by yourself, but that you can articulate your intentions clearly to others, in ways that they understand how your intention behind your decisions and actions will impact them.

Intention is the mindful awareness of the motive that is driving the decision and action.

The Optimistic Workplace

A simple exercise to gain clarity on your intentions is to write out Intention Statements for the people you impact as a leader. For example, each Intention Statement starts with “My intention for (this person or group of people) is…“ And you complete the statement by writing what it is you want for that person or group of people and to ensure you’re not just focusing on what you want from them.

As a leader it is important to ensure that, through open and honest dialogue, your intentions for others are aligned with what they want for themselves. For example through open and honest dialogue, you would ensure that your intention for the individuals in your team (what you want for them, not what you want from them), is aligned with what the individuals in your team actually want for themselves.

The Intentionomics Trust Model shown here provides a framework that outlines when leaders are clear about their intentions for those they impact through their role, they can then make intentional promises to people about their intentional actions and the intentional results they aim to achieve.

Intention trust model

Where your intention is a clarity around why you do what you do, the three pillars of intentional trust (Intentional Promises, Intentional Actions and Intentional Results) provide clarity around the what, when, where and how you do what you do. Together, intention, promises, actions and results reflect who you are – and as Aristotle so eloquently taught, these all reflect your morals shown in conduct.

In summary, the Intentionomics of Leadership provides a more concise definition of leadership than that which appeared on my local church sign. Leadership is about who you are, what you do, and why you do it.

 

Did you like today’s post? If so you’ll love our frequent newsletter! Sign up HERE and receiveThe Switch and Shift Change Playbook, by Shawn Murphy, as our thanks to you!

David Penglase is one of Australia’s leading corporate educators, specialising on the impact of intentional trust on all aspects of our business and personal success. David is one of Australia’s most sought after professional conference speakers, delivering engaging, entertaining and inspiring keynotes and masterclasses to large conference audiences locally and internationally across a wide range of industries, and has been inducted into the Australian professional speakers’ Hall of Fame. He is a prolific researcher and writer, and his latest book, Intentionomics practically outlines the science behind the impact of our intentions on living happy, flourishing and prosperous lives. David has degrees in business and human resource development. He has an MBA and a Master degree in Professional Ethics. He is currently completing a Master Degree in Applied Positive Psychology.

  • footer-logo

    There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

  • Connect



    email: connect@switch&shift.com
    1133 Ferreto Parkway
    Dayton, NV 89403


    Terms & Conditions  |  Privacy Policy

    Newsletter Subscription

    Do you like our posts? If so, you’ll love our frequent newsletter! Sign up HERE and receiveThe Switch and Shift Change Playbook, by Shawn Murphy, as our thanks to you!
  • Contact Us

    Time limit is exhausted. Please reload the CAPTCHA.