Becoming a Transcendent Leader: A Personal Journey
Transcendent leaders rise above self-interest and ego and focus on uplifting others and positively impacting the world. This article is about my journey to help yours.
The power of purpose and meaning can heal our Western world from the lack of connectivity and direction many feel. Do you agree that we often yearn for a more profound sense of purpose and meaning in our quest for self-improvement?
In his book “Man’s Search for Meaning,” Victor Frankl imparts deep wisdom as he reflects on his experiences in the Nazi concentration camps. Frankl writes, “Those who have a ‘why’ to live can bear with almost any ‘how.’ “. Inspired by Frankl’s extraordinary resilience and his belief in the power of finding meaning, I embarked on a journey toward becoming a transcendent leader.
Let’s begin with a definition — Transcendent leadership extends beyond conventional notions of success and influence. It is rooted in the understanding that authentic leadership emerges when we transcend our ambitions and dedicate ourselves to uplifting others and positively impacting the world.
- The Power of Purpose
As a leader, discovering and aligning with a compelling purpose became the bedrock of my journey toward transcendence. In his book “Start with Why,” Simon Sinek writes, “Great leaders are those who trust their gut. They are those who understand the art before the science. They win hearts before minds. They are the ones who start with WHY.” (Again, an emphasis on the “why” before all the rest).
Harvard Business Review emphasizes the importance of purpose in leadership, stating, “Leaders who are genuinely connected to their purpose can create deeply engaged teams and ignite a collective sense of purpose.” By articulating a clear purpose and sharing it authentically with my team (and asking each team member about their “why”), I discovered that my leadership became more meaningful, inspiring others to transcend their limitations and contribute more. It might sound challenging and blurry, and I have found that repeatedly reflecting on the “why” question and answering it authentically is useful. I share my answers why with my team even when it feels childish or sensitive, and encourage them to do the same. Remember that the story is about the people in your team rather than yourself.
As you embark on the path of becoming a transcendent leader, ask yourseld:
- Have I identified my “why” and communicated it authentically to my team?
- Do I consistently align my actions and decisions with our shared purpose?
- Am I inspiring and empowering others to connect with their own sense of purpose?
- How can I continuously reinforce the collective vision and purpose, fostering a sense of meaning and fulfillment within the team?
2. The Essence of Emotional Intelligence
Emotional intelligence is a vital attribute for transcendent leaders. In his book “Emotional Intelligence,” Daniel Goleman affirms, “Self-awareness is the first component of emotional intelligence. The more leaders understand themselves, the more effective they can be.”
Harvard Business Review also underscores the significance of emotional intelligence in leadership, stating, “Emotionally intelligent leaders use their self-awareness to be more authentic and transparent, to create connections and build trust, and to model the behaviors they expect from others.”
The most helpful exercise, in my opinion that cultivates self-awareness is meditation. I have meditated (almost) daily for the last three years, and the main benefit is the ability to create a distance between your feeling and thoughts and your reactions. I believe this is self-awareness.
To gauge your growth as a transcendent leader, ask yourself:
- How self-aware am I of my emotions, strengths, and areas for development?
- Do I actively practice empathy and seek to understand the perspectives and feelings of others?
- Am I effectively communicating and building trust within my team?
- How do I manage and regulate emotions, particularly during challenging situations?
3. Cultivating a Growth Mindset
Embracing a growth mindset became paramount in my life. In the words of Carol S. Dweck, author of “Mindset: The New Psychology of Success”: “In a growth mindset, challenges are exciting rather than threatening. So, rather than thinking, ‘Oh, I’m going to reveal my weaknesses,’ you say, ‘Wow, here’s a chance to grow.’”
Harvard Business Review concurs, highlighting the significance of a growth mindset in leadership: “Leaders with a growth mindset are more likely to see setbacks as opportunities for growth and learning, persist in the face of challenges, and believe in the potential for change and development in themselves and others.” By embracing a growth mindset, I transformed setbacks into stepping stones, encouraging my team to embrace challenges, learn from failures, and reach their full potential. This shift in my mind allowed me to take full accountability for my mistakes. I now love every failure and am no longer ashamed of my failed entrepreneurial journey and the many other “fuckups” I had. But the best part is that loving mistakes allows your team to grow — They are not afraid to make them themselves.
To assess your progress in adopting a growth mindset, reflect on the following questions:
- How do I approach setbacks and failures? Do I view them as opportunities for growth?
- Am I encouraging my team to embrace challenges and take calculated risks?
- Do I provide feedback and support that promotes continuous learning and improvement?
- How can I model a growth mindset in my actions and behaviors?
4. Authenticity and Servant Leadership
As I delved deeper into my journey, I realized the profound impact of authenticity and servant leadership. Harvard Business Review describes servant leadership as “a model in which leaders put the needs of others first and share power with them, promoting the personal and professional growth of individuals and fostering a collaborative, inclusive culture.”
In her book “Daring Greatly,” Brené Brown asserts, “Authenticity is a collection of choices we must make daily. It’s about the choice to show up and be real. The choice, to be honest. The choice to let our true selves be seen.” By leading with Authenticity and prioritizing the growth and well-being of my team, I witnessed the transformative effects of servant leadership. I found this point hardest to live by, as Authenticity requires understanding our shortcomings, and stop making excuses. I would suggest working on this point by reading all of Brene Brown’s work.
Conclusion
Becoming a transcendent leader is an ongoing self-reflection, growth, and selflessness journey. Regularly questioning ourselves can ensure that we stay aligned with purpose, emotional intelligence, growth mindset, Authenticity, and servant leadership. For me, it has made me a better human , and im on a lifelong journey to deepen my understanding of this field for the greater good. This article is part will hopefully be helpful in your quest, and I would love to hear your thoughts and questions.
