A Guide on Leading from the Inside Out

Become the leader people want to follow

John Maxwell said, “People buy into the leader before they buy into the vision.” When we ponder what makes a great company, leadership immediately springs to mind. However, the kind of leadership we usually picture assumes a “top-down” perspective. At the top are the leaders who drive the business with lofty goals, at the bottom are the more uninvolved employees, and in between is everyone else. Oftentimes this structure lacks a very specific ingredient: inspiration. People don’t typically leave companies because of the job itself. They leave because they lack enthusiasm. They lack ownership. They lack leadership.

To inspire others, we need to take action, and in order to take action, we must first understand what we believe. If people are invested in your beliefs (the why behind your actions), they’ll take ownership and fully invest in your company. This, my friends, is the secret sauce for success and is the key to leading from the inside out. Let’s walk through the qualities needed to be an inspirational leader. 

Create a collaborative environment

According to Inc. magazine, “Growth and innovation don't necessarily come from the people with lofty titles, but from the people who develop new ideas and execute them on a daily basis.” The workplace is rapidly evolving, transitioning from a top-down structure to a greater need for teamwork and collaboration. More than ever before, organizations need employees at every level to think strategically, communicate persuasively, and act decisively. When it comes to leadership, allowing everyone to contribute to the company’s success is key for innovation and advancement.

It’s worth noting that younger generations have grown up in a changing world and expect a strong connection to the work they do. They’re passionate about their ideas and want to make an impact, but when they’re hired in a corporate setting the environment can unintentionally stifle their productivity. Effective leaders inspire others by allowing them to present creative ideas and influence the success of the company, rather than turning a deaf ear to change. This offers ownership to every employee from the minute they walk through the door. 

Be open and listen to other ideas

Many of today’s influential leaders share a common characteristic: they’re always seeking knowledge. They’re curious about new approaches, about what drives their employees, and about ways to grow. Great leaders don’t need to be the smartest one in the room. Rather, they consistently surround themselves with a team of innovators and outside-the-box thinkers. In turn, when led by the right person, that team can be instrumental in driving strategy, building a culture of success, and making positive change. Some of the biggest breakthroughs and discoveries are the result of open-minded leadership. Research suggests that cultivating curiosity on every level is key to a company’s performance, allowing the organization to adapt to uncertain market conditions and external pressures.

Reid Hoffman, cofounder of LinkedIn and co-author of The Alliance, discusses the dynamic between employers and employees. He writes that one of the top ways to build trust is to learn what your employees care about most. Knowing your people and becoming sympathetic to their needs is critical for growth. A leader with an open mind cultivates an environment of empowerment and accountability. As a result, high performers take pride in their work and feel galvanized to make decisions. They also hold themselves accountable for shortcomings and are motivated to fix issues as they arise. This approach creates generations of leaders who are confident in their own skills and decisions, as well as those of their teams. 

Hire people who believe what you believe

Every leader within an organization knows what they do, some know how they do it, but very few know why they do what they do – the why being your purpose, your cause, and your belief. In a recent TED Talk, Simon Sinek says, “People don’t buy what you do, they buy why you do it. The goal isn’t to do business with everyone who needs what you have, the goal is to do business with people who believe what you believe.” This philosophy is the very core of leading from the inside out. When we hire people for a “job,” money is the motivator, but if we hire people with the same values, those employees will pour themselves into the company. If people are passionate about your business, they are more likely to share their ideas, cultivating an environment of innovation, diversity, and inclusion. 

The Wright brothers are a great example of leading from the inside out. Early in the 20th century, the pair had a dream: to change the future of the world with a flying machine. The odds were against them. Their competitor had more money, status, publicity, and most importantly, was the first person to invent the airplane! But why don’t we remember the competitor? Because the Wright brothers believed in something bigger and so did the people working for them. Even with the constant setbacks, failures, and damage to the airplane, people worked for them day in and day out until their dream was realized. They weren’t motivated by money or prestige, but instead by changing the course of the entire world. When a leader shares their personal goals, beliefs, and aspirations they create a culture of drive and loyalty.  

Care about your impact on the world

As we get more entrenched in our jobs, we often lose sight of the meaning behind what we do, but leaders who are driven to positively impact the world are typically more determined to pursue their dreams. That’s why we need to remember that abundance isn’t necessarily about making a lot of money, it’s about relationships, and calling. As mentioned above, newer generations of leaders are more concerned with a meaningful career than with money or title. Creating a greater sense of purpose is the compass that directs people instead of pursuing things that aren’t aligned with your company’s beliefs.

Great leaders don’t need to be the smartest one in the room, and they know their knowledge is never “complete.” Instead, they approach the world with a “beginner’s mind” and a compassionate heart. When we’re open to seeing, learning, and experiencing new things, we envision ways we can impact the world. Inspiring leaders don’t become mired in the “results” (profitability, growth, the numbers, etc.), instead they focus on leading with a specific intent. 

To lead from the inside out, we have to create an environment where collaboration and fresh ideas are encouraged and valued, from the bottom to the top of the corporate ladder; we need to be accessible and receptive to new ideas; we should surround ourselves with those who agree with our core values; and we must focus on the influence our company has on the world. These are the hallmarks of true leadership and success.