The Ripple Effect Leader

Imagine a leader whose impact echoes through generations, igniting a chain reaction of positive change. These are the individuals we call Ripple Effect Leaders. Their influence extends far beyond their immediate sphere, inspiring innovation, and fostering a culture of growth. We've all encountered these extraordinary individuals—mentors, colleagues, or even family members—whose belief in our potential has propelled us to new heights.

What sets a Ripple Effect Leader apart from others is their ability to identify and cultivate the gifts in others, a willingness to impart wisdom towards self-actualization, and the ability to inspire.? The Ripple Effect Leader creates environments where individuals feel valued, supported, and encouraged to reach their full potential.? By promoting a culture of innovation, collaboration and open communication, these leaders establish a sense of belonging and shared purpose.

At the core, the Ripple Effect Leader is a systems thinker with a deep understanding of human behavior.? This individual is a transformational leader who sees team members holistically, rather than in parts, and can understand their unique needs and aspirations.? They can anticipate challenges and seize opportunities exciting team members in ways that contribute to successful growth and development of the individual and organization.

As a licensed social worker with nearly two decades in education, child welfare, human services and other community-based organizations, I've had the privilege of working with incredible individuals who have inspired me to become a Ripple Effect Leader.? And as a clinician, I am intrigued by human (and organizational) behavior and studying how things work and evolve.? My career journey - from frontline case manager to C-suite leader - has equipped me to understand organizations, build high-performing teams, and drive strategic initiatives.? While the impact of the Ripple Effect Leader can be transformative, the journey is not without its hurdles.? Over the years, I’ve learned to navigate challenges at the intersection of people and systems.? Here are a few I’ve experienced and strategies I’ve employed to overcome them and achieve success.

1.?? Balancing competing needs of the individual and organization. Balancing the needs of the individual and organization is paramount to ensuring that neither’s ambitions compromise the other’s growth.? While the ultimate objective for any leader within an organization is to drive success, the Ripple Effect Leader's impact goes beyond immediate results. It is a delicate dance.? As a leader, I strive to create a culture where growth is a priority, not an option - fostering both personal and professional development.? Sometimes, team members have ambitious goals that exceed their current skill level.? Other times, team members may have the skills to excel in new roles, but those opportunities may not currently exist within the organization.? Without proper attention to the needs of both the individual and organization, one could miss an opportunity to grow those committed to the mission, and/or stifle and lose great talent.

For team members with ambitious goals and underdeveloped skills or expertise, the idea is to find alignment between their aspirations and relevant work streams within the organization, set clear objectives, and provide support to develop necessary skills.? I had a team member who was passionate about advocating for the rights of unhoused youth, but lacked the professional experience to lead such an initiative. Together, we conceived a vision where they were a leading advocate and policymaker for unhoused individuals, and identified immediate opportunities for more exposure.? To help them gain experience, we selected opportunities within the organization where they could accompany me to local and county meetings centered on supporting unhoused youth.? The objective was to help them develop the language, understand the policies, barriers and resources, and network with key leaders and stakeholders.? As the organization expands, this team member can become an added resource and leader in this work.

For highly skilled team members seeking new roles, I consider cross-functional assignments, targeted coaching, internal consulting, and external networking. These strategies can help team members expand their skills, build their network, and explore opportunities for growth, even in the absence of immediate promotions.? For example, one team member had the professional degree to step into an entry-level management position, but lacked the hands-on experience.? Additionally, there weren’t any immediate internal roles available.? To support them, we created a part-time contract in another department and provided coaching that focused on the distinction between macro and micro decision-making in our service delivery.? This approach would align that individual’s skills with the organization’s leader competencies and expectations, preparing them to be selected when the opportunity presents.? While I'm committed to fostering growth and development within the organization, I also understand that sometimes the best path for a team member's career may lie externally.

When balancing the competing needs of a highly skilled team member and the needs of the organization, it is also important to recognize that there may be times when you must let go.? While retaining top performers is crucial, the Ripple Effect Leader must recognize that internal limitations can lead to employees operating in their 'zone of excellence', resulting in a lack of fulfillment as described in Gay Hendricks’ The Big Leap (2009).? Because of this, I make it a point to cheer on my team members to pursue their goals and stay informed about their progress.? My genuine curiosity allows me to provide the most effective coaching and avoid surprises through succession planning.? I don’t take staff transitions personally.? Sometimes our time together is a stop on their journey, and not the destination.? People have a right to make decisions that are best for them; and I acknowledge that when leaders create the ripple, we cannot control how far the wave will travel.? In fact, the Ripple Effect Leader wants the wave to go far!

2. ??Self-care & Renewal.?? A leader's unwavering commitment to great purpose and the development of others can at times make it easy to neglect their own wellness.? When you consider the extensive hours a leader can spend generating new ideas, finding solutions, or even the amount of time spent in various board meetings, community groups, and with loved ones, the responsibilities can seem endless.? As Tricia Hersey (2022) explains in Rest is Resistance: A Manifesto, rest can be seen as an act of resistance and a reclaiming of our fundamental humanity.? To maintain effectiveness, Ripple Effect Leaders must prioritize self-care and renewal. This investment enhances empathy, innovation, and leadership by example, while also mitigating the personal toll of leadership.?

Following a series of significant personal losses, including the deaths of fourteen individuals - mentors, colleagues, and loved ones - within two years, I experienced mental, emotional and spiritual trauma.? My motivation to socialize and go to the gym had tanked.? And, I struggled to fall asleep and to get out of bed in the morning.? I had difficulty concentrating and remembering things, and I was persistently sad.? My system was in shock, but the demands of my role as an executive leader did not change, even with a supportive manager.? I attempted to heal through sleep, asserting my “No”, using sick days to support my mental health, and isolating to preserve my energy.? But the reality was that I was attempting to preserve an empty battery.? As a trained clinician and spiritual practitioner, I was familiar with the signs of depression and employed strategies such as meditation, sensory engagement, reiki, and getting out in nature to treat my symptoms.? However, regardless of my efforts, it was difficult to find my way back to joy.? And honestly, I was doing a poor job of self-facilitating the various coping strategies.? It took a dear friend encouraging me to seek therapy in one of my moments of crisis.? I thought that I was doing all the right things.? I was giving myself grace.? I was resting.? I was doing all the things.? But, I was doing them alone.? The conversation with my friend moved me to be more vulnerable and transparent with loved ones and colleagues about my needs and emotional state.? I sought help.? Her advice opened the door for me to receive a referral to a dynamic therapist who helped me to compartmentalize my sadness and to give myself permission to stop and grieve.? Working with my therapist helped me to reinvest in self-care, re-establish boundaries, and restore balance in my life.?

Leaning in and committing to my wellness has been invaluable to my leadership.? As I continue shedding the burden felt from the demands of leading while grieving, I feel a resurgence of creativity.? I am returning to a space of lightheartedness and emotional freedom needed to innovate and problem-solve.? I find joy in resting - and in physical activity - helping me to foster a positive work environment and have greater empathy for leaders who are managing similar struggles or supporting grieving team members.?????

By prioritizing self-care, I've rediscovered my gifts, passions and my capacity to inspire others. This journey has taught me that true leadership goes beyond achieving goals; it's about nurturing ourselves and those around us.? As Ripple Effect Leaders, we must remember that our well-being is essential to our effectiveness and our ability to make a lasting impact on both our own lives and the lives of others.? We are our greatest asset.

3.?? Measuring Impact. ?Measuring the impact of ripple effect leadership may present challenges as the benefits may not avail data, be measured quantitatively or be seen immediately.? It is important for Ripple Effect Leaders to intentionally seek feedback from team members, their service demographic, and others - through regular surveys and insights from qualitative interviews and observations. Inspecting the correlation between leader inputs and organizational outcomes, e.g. goal achievement, financial performance, and client satisfaction can provide valuable insights into the effectiveness of one’s leadership practices.? Human-centric approaches are often difficult to measure but when funding is tied to a service, data is expected.? In one organization that I served in, we struggled to quantify the impact of our services because our participants were with us for a short period creating a challenge to see significant change.? In at least one organization where I led, we used competency based leader rubrics and employee satisfaction surveys, alongside key performance metrics, to assess how well each leader aligned with and performed according to the organization’s core values.? I have also valued using 360- Degree Feedback to gain a comprehensive understanding of my leadership effectiveness.? By embracing innovative measurement strategies, Ripple Effect Leaders can demonstrate their impact and drive continuous improvement.

Practical Tips for Evolving Your Ripple Effect Leadership

1.?? Communicate a Shared Vision.? Establish and maintain open and honest communication with team members and the organization.? Collaborating with direct reports to create personal and professional goals each year can foster a sense of ownership, alignment and motivation while setting and managing expectations for a development plan.? This collaborative approach has the potential to foster trust and respect while supporting employees to feel heard and valued as they provide key input into what matters to them.? By fostering open communication and shared goals, Ripple Effect Leaders create a foundation for sustained growth and success.

2.??? Honor Yourself. ?You are your greatest asset!? In the same way that you make commitments to your team, to your organization, and the individuals in your personal life, you must make an even more urgent and prioritized commitment to yourself.? Establish boundaries and honor them – from bedtime schedules to the last phone call of the night.? Years ago, a colleague introduced me to Atomic Habits by James Clear (2018), which helped me to create a few steps to honor myself.? Also, consider engaging in time management techniques such as calendaring meetings and completing the Eisenhower Matrix to prioritize tasks and reduce stress.? Get comfortable saying “no” and help others manage their expectations by communicating your capacity at any given time.? Take frequent breaks, and set realistic S.M.A.R.T. goals.? Delegate, delegate, delegate.? Ask for help!? If you have invested in your staff’s development, they likely have the skills to support you and want you to be ok, too.? Trust them to help you.? Trust your colleagues to help you.? And be gentle with yourself.? There is no such thing as perfection; life is a journey that calls on us to trust the process.? By prioritizing self-care, Ripple Effect Leaders can sustain their impact and continue to inspire others.

3.?? Get Good with Data.? Regular data review is paramount to the success of any organization.? Creating and sustaining a robust data collection and analysis process where qualitative and quantitative data is reviewed weekly, monthly, quarterly and annually can help you improve decision-making, increase efficiency, enhance stakeholder experiences, and mitigate risks.? Three (3) techniques I’ve found helpful in facilitating conversations about qualitative data are S.W.O.T. Analysis, Affinity Mapping, and Thematic Analysis.? Collecting both qualitative and quantitative data will help illustrate a comprehensive story about the impact of ripple effect leadership.? Additional ways to engage in this work include conducting focus groups to explore how leadership has influenced job satisfaction, engagement, and career growth, analyzing specific instances of success, reviewing turnover rates, and examining key performance metrics. By harnessing the power of data, Ripple Effect Leaders can make informed decisions that drive positive change.

In summary, the Ripple Effect Leader is a systems thinker with a deep grasp of human behavior and someone whose influence extends beyond their immediate roles, sparking positive change, inspiring innovation and fostering a culture of growth.? By prioritizing self-care, nurturing authentic relationships, encouraging development and measuring impact, these leaders build a lasting legacy that benefits individuals and organizations alike.? Their commitment to excellence and their skill in navigating complex challenges enable Ripple Effect Leaders to shape the future and leave an enduring mark on the world.

As you reflect on your own leadership journey, consider how you can embody the qualities of the Ripple Effect Leader to create lasting impact in your organization.

Restoring Legacy, LLC partners with organizational leaders and multidisciplinary teams to ‘be the ripple that inspires the waves’, driving meaningful change by synergizing people, systems and strategies to deliver exceptional outcomes for clients.

Invest in your leadership, invest in your impact. Contact us today to explore how Restoring Legacy can elevate your organization's performance. [email protected]

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