How Do You Define Leadership?

We toss the word “leadership” around a lot these days—books, podcasts, job titles, workshops (hi, LEAP!). But for all the airtime it gets, have you ever stopped to ask: How do I actually define leadership?

Let me start by saying this: Leadership is not a title. It’s not reserved for the C-suite. It’s not bestowed by a promotion. And it’s not measured by how many direct reports you have or how long your email signature is.

Leadership is a choice. A mindset. A behavior. And perhaps more importantly—it’s an impact.
Not “Who You Are” But “What You Do”

Too often, we conflate leadership with position. But here’s the truth I’ve seen time and again in our LEAP cohorts and client organizations: You can be a leader without a title, and have a title without being a leader.

Leadership isn’t static. It’s dynamic and situational. It’s about how you show up—especially when the pressure’s on, the path is unclear, or no one’s watching.

It’s the supervisor who advocates for her team’s well-being, even when it’s unpopular. It’s the front-line manager who takes ownership when a project goes sideways. It’s the employee who speaks up about a better way, despite being “junior.”

Leadership lives in behavior—not hierarchy.

So… What Is Leadership?

In my consulting business, we define leadership through three core dimensions:

1. Clarity – Setting direction and communicating what matters.
Leaders provide clarity about vision, priorities, roles, and expectations. They help people see the "why" behind the "what."

2. Connection – Building trust and strengthening relationships.
Leaders foster psychological safety, demonstrate empathy, and create a sense of belonging and shared purpose.

3. Commitment – Taking action and being accountable.
Leaders follow through. They do the hard stuff. They model the values they preach, even when it’s uncomfortable.

When you combine clarity, connection, and commitment—you get leadership that inspires, sustains, and transforms.

What Leadership Is Not

Let’s also clear the air on some common myths:

· Leadership is not charisma. Some of the most effective leaders I’ve coached are quiet, steady, and thoughtful—not flashy or loud. Jim Collins’ book “Good to Great” studied the great companies and all of them had leaders who were not charismatic.

· Leadership is not control. It’s not about having all the answers or being the smartest person in the room. True leadership means asking better questions and trusting others to contribute.

· Leadership is not perfection. Mistakes are part of the job. Growth is the goal.

How We See Leadership Matters

Here’s the kicker: how we define leadership shapes how we develop it. If we think it’s about position, we only invest in “high potentials” at the top. If we think it’s about behavior, we open the door to developing leadership across the organization—from the front desk to the boardroom.

I’ve seen magic happen when we reframe leadership as a capability, not a class. Suddenly, everyone can own their impact. Suddenly, people lean in. Suddenly, the culture shifts.

Your Definition = Your Culture

If you’re a leader of leaders (and I know many of you reading this are), here’s a bold question: How have you defined leadership for your team or organization?

Because whether it’s been made explicit or not, people are absorbing the cues. They’re watching who gets promoted, who gets praised, and how decisions are made. That unspoken definition sets the tone.

Make it conscious. Make it clear. Make it inclusive.

5 Ways to Activate Everyday Leadership

So how do we help leaders—regardless of level—own their impact?

Here are a few coaching-tested strategies:

1. Ask, “What’s the impact I want to have today?”
Leadership is about intentional influence. Even a small mindset shift can change how you show up.

2. Reinforce that leadership is learned.
It’s not an innate trait—it’s a set of skills. When people believe they can grow, they will.

3. Celebrate leadership behaviors, not just outcomes.
Did someone give tough feedback with compassion? Advocate for a teammate? Recognize it. This signals what matters.

4. Create space for reflection.
Leadership requires self-awareness. Encourage your team to slow down and look inward. Journals, coaching, or just one powerful question can spark insight.

5. Embed leadership in the culture.
Don’t save it for retreats or training. Weave it into team meetings, feedback conversations, and how you evaluate success.

Final Thoughts

The question “How do you define leadership?” isn’t academic—it’s foundational. It shapes who we become. How we lead. And how we build the next generation of leaders.

At PDG and through our LEAP program, we’re on a mission to redefine leadership as something bold, human, and actionable. Not a title. Not a theory. A daily decision.
So—how do you define leadership? And more importantly… how are you living it?

Until next time—keep leading what matters.