Choosing a Good Leader

S2: WK 16: What can supporters learn from the Catholic Church choosing a new Pope.

Photo by Etienne Girardet on Unsplash

In any organization, the relationship between a leader and their supporters determines not only operational success but also the overall health of the work environment. Choosing the right leader is a critical step for supporters who want to thrive professionally and personally. Today, we will discuss some proactive ways to search for a good leader to support. You do not have to always accept your lot in life. The tips we will discuss should assist you in making the right decisions.

Sources for this Article:

1. Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.

2. Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.

3. Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary things happen in organizations. John Wiley & Sons.

4. Northouse, P. G. (2019). Leadership: Theory and practice (8th ed.). Sage Publications.

5. Pope Benedict XVI. (2005). Homily at the beginning of the Petrine Ministry. The Vatican.

6. Sinek, S. (2011). Start with why: How great leaders inspire everyone to take action. Penguin.

Just as the Catholic Church engages in a meticulous process to choose the Pope, seeking spiritual, moral, and intellectual strength, so too must supporters apply careful discernment when aligning themselves with a leader. Similar to a company board choosing a chief executive officer, or a church choosing a pastor, we all have opportunities in our lives to look for qualities in our leaders that we want. If given those opportunities, don’t squander them.

If you are not in the select few of decision makers to choose your organization's leader, you can also take opportunities to determine what kind of leader you support. You can learn a lot from the hiring process. Don’t sit idly during hiring and the interviews you attend; observe those participants as much as they observe you. You can ask questions, determine the values of the organization, and even speak directly to future leaders.

This will gain you insight when determining poor qualities and positive qualities in a leader, which may end up being key to whether you should take the job, stay in the organization, or move to a different place. Positive qualities become important to watch out for and ensure your next leader embodies them. Ponder and comment on what qualities you need a leader to have, and share this article so we can grow that list.

Qualities to Look for in a Leader.

Supporters should evaluate leaders on measurable qualities that contribute to a positive and effective workplace. Traits such as integrity, vision, empathy, decisiveness, and competence are consistently cited in leadership literature as foundational (Kouzes & Posner, 2012). These are all qualities we discussed in previous leadership articles. They demonstrate a leader's ability to provide purpose and also care for those they lead.

Supporters do not want a leader who just barks orders or provides micro-management. They want someone who will give them direction when needed and allow them to excel. A supporter wants someone who can adjust their style and, most importantly, top cover against the risk at work. For example, an employer provides protective equipment when an employee is conducting dangerous jobs.

Supporters also want their leader to be human, just like them. Showing transparency when a process or situation seems out of place. Authenticity, which includes self-awareness and relational transparency, helps build trust and engagement among followers (Avolio & Gardner, 2005). Elitists and leaders out for themselves do the opposite. Once that trust is damaged, it is difficult to repair.

Goleman (2000) identifies emotional intelligence as essential, particularly in turbulent environments, where supporters need stability and guidance. You don’t want a leader who cannot control their emotions, or who is ruled by emotions. You want a leader to direct you in any situation, to stay on task, and to treat you calmly. Supporters look for those leaders who regulate their actions.

The Catholic Church’s process of selecting a new Pope is a compelling example of evaluating leadership traits. Cardinals convene in the conclave to assess candidates not by popularity, but by their spiritual wisdom, doctrinal loyalty, and strength of character; key aspects that have universal relevance to leadership selection (Pope Benedict XVI, 2005). Especially when considering a religious leader.

Even when you move past the rituals that go into choosing the next Pope, you have to admire the importance of such a selection. Picking someone who shows those characteristics we discussed above will be the difference between a smooth transition and a turbulent one. Never knowing how long this next Pope will serve could impact the work environment for many years. Choosing those positive characters will have lasting effects. Choose wisely!

How a Good Leader Improves the Work Environment.

The Catholic Church places heavy emphasis on the Pope’s role in guiding the faithful through crises, moral dilemmas, and growth. Similarly, a workplace leader shapes the moral and operational compass of the organization. Just as a Pope must unify a global church, workplace leaders must unify teams toward common goals. Working under a good leader has transformative effects on a supporter's experience.

Effective leadership results in higher morale, increased productivity, lower turnover, and greater psychological safety (Northouse, 2019). These all translate to success for the organization and the supporter. Even if a supporter moves on to other opportunities, a good leader sets them up for those opportunities; a bad one limits their improvements.

When good leaders spend time and resources building a proper team, they set their organizations up for success. Supporters benefit even from colleagues' improvement. Building experts in a team turns the work environment into a highly productive scene. Each member contributes their skills to the end state. This leads to customer satisfaction, awards, and increased profitability.

Lastly, a leader who listens, provides clear direction, and supports professional development cultivates a culture of loyalty and innovation. Leaders who "start with why" (Sinek, 2011) help supporters align their values with organizational goals, resulting in deeper satisfaction and engagement. Work is not tedious, it is enriching. The environment is not restrictive, it is rewarding. Supporters quickly have room to excel and share in organizational success.

This leads us to question, how do I know I am going into a positive organization? It is an important consideration that supporters need to make during the hiring process. Supporters must use the time available during hiring to go to the location, go to interviews, and meet with people. You have just as much of a choice to apply as leaders have to hire you.

That is why in this next section, our premium members get tips and insights on what to look for when you are applying for a position in an organization. How to pick out bad or good leaders. Go into your next job with some assurances that you will have a positive work environment. Do what you can to make the best informed decisions. Supporters should assess potential employers not only based on compensation and benefits but also on the character of those in leadership.

Choosing the Right Workplace During the Hiring Process.