Qualities and mindsets of a good administrative leader
Photo by Steven Wong on Unsplash
This week continues the series on moving into administration and leadership, building on previous weeks’ posts in which we considered whether or when such a move might be right for you, as well as some of the benefits and drawbacks that accompany the move into such positions. This week’s post tackles the qualities and mindsets of a good administrative leader. Now, I don’t proclaim to be the best leader; I’ve certainly mucked up some things in my day. (Which might actually be a prerequisite to being a good leader, but that’s a topic for another post.) But below, I’ve listed some qualities and mindsets that have been helpful for me, and others I’ve observed in my colleagues that made them quite effective in their roles. Of course, no one person is going to get all of these things right. And there’s certainly things I haven’t listed that are actually really important (please message me and let me know what I’ve missed!). This list isn’t meant to be exhaustive, but it will hopefully get you thinking about the kind of leader you want to be, and the kind of leader you can be.
Here are some qualities of a good leader:
1. They actively listen and extrapolate. Good leaders know that great ideas can come from anyone, anywhere, at any time. They listen for trends, shifting political winds, barriers, gaps, and little nuggets of information from every corner of their institution and beyond. They integrate that information and use it to create opportunities. Good leaders also actively listen to hear when culture is changing, for good or for bad. They engage their colleagues and students to understand what life is like from their perspectives. Then, they take action when needed to make change for the better.
2. They recognize the value and potential in others. Good leaders don’t feel insecure when confronted by other people’s expertise and unique skillsets. Rather, good leaders seek out their colleagues’ perspectives and regularly engage them in problem-solving, particularly when the situation at hand calls for their expertise. Good leaders also create opportunities for their colleagues to advance and proudly celebrate their colleagues’ milestone achievements.
3. They self-reflect. Good leaders will regularly seek feedback and self-reflect. Whether a situation has gone well or completely off the rails, they will reflect on how those situations came to be, how others perceived the same situation and their leadership in those moments, and whether other actions or decisions may have created different outcomes.
4. They’re fair. Good leaders make hard decisions that they believe are in the best interest of the organization and its people, based on the wealth and merit of the information they have available. They are consistently clear on their standards and apply them while also considering the broader context, the lived experiences of their colleagues, or the unique features of the situation they find themselves in.
5. They prioritize the culture in service of the strategy. Good leaders know how quickly a toxic environment can derail progress, and they don’t tolerate bad behavior or sacrifice a collaborative and transparent work culture to achieve short-term gains. Good leaders know that strategic goals are only sustained and built-on over the long-term in an environment in which the team can fully trust and rely on one another; the right culture is the one that supports that environment.
Here are some mindsets that good leaders adopt:
1. They’re always learning. Good leaders know that they don’t know everything, and more importantly, they understand that they don’t even know what it is that they don’t know. So, they keep seeking knowledge and experiences that will teach them something knew. Good leaders know that varied experiences will support better and more creative decision-making.
2. It’s not about them. Good leaders don’t use their position to simply elevate themselves, or create opportunities only for themselves. Good leaders know their positions and actions are in service of their department, institution, and the advancement of their colleagues and the trainees. Good leaders prioritize the team.
3. They are the responsible one. Successes are shared by the team, but good leaders take ownership and responsibility when things don’t go right. They don’t throw their teammates under the bus. Instead, they invoke their habits of garnering feedback and self-reflecting to understand how to right the ship. They examine what they need to do—whether it’s something to add, remove, or otherwise change or clarify—to appropriately support their teams in the future in hopes of a better outcome.
As you move into administration and leadership, it is helpful to be honest with yourself. Where do you already embody some of these qualities? Have you adopted some of these mindsets? And where you have not, how can you start? Even if you don’t possess some of these qualities or mindsets now doesn’t mean you can’t cultivate them, or develop in other ways that will be helpful to you as a leader. Being a good leader is always a work in progress. It is a continual practice, much like yoga or golf. And, much like yoga and golf, even when you’re good at it, sometimes you still have a bad day, and that’s ok. If you want support along the way in your leadership journey, book a call with me here, and let’s evaluate and cultivate your strengths alongside your strategic goals.
Next week: Some comments on organizational culture
