Dave Kinnear1-On Leadership, Blog

The “Be, Do, Have” framework is a powerful concept in personal development and success that can also be applied to leadership and people development. By emphasizing the importance of becoming the right kind of leader, taking the necessary actions, and ultimately achieving the desired outcomes, this approach can help foster more effective and engaged leaders who drive their teams toward success.

The idea behind Be, Do, Have is that instead of focusing on acquiring or achieving things first (the “have” part), we should first focus on who we need to become (the “be” part) and the actions we need to take (the “do” part). The phrase suggests that success and fulfillment come from developing the right mindset, attitudes, and behaviors rather than simply trying to acquire possessions or reach a certain status.

In the context of leadership and people development, the “Be, Do, Have” concept can be broken down as follows:

  1. Be: Embodying the qualities of an effective leader

To cultivate leadership skills and support people’s development, it is crucial to first focus on the characteristics and qualities that define an effective leader. This involves identifying the values, beliefs, and mindsets contributing to successful leadership and personal growth. By adopting these attributes, leaders can create a strong foundation for driving their teams toward success.

Some essential qualities of effective leaders include:

  • Emotional intelligence: The ability to understand and manage one’s emotions and those of others, fostering empathy and strong interpersonal relationships.
  • Vision and purpose: A clear understanding of the organization’s direction and goals and the ability to communicate this vision effectively to team members.
  • Adaptability: The capacity to respond to change, learn from experiences, and adjust strategies as necessary.
  • Integrity: A commitment to ethical behavior, honesty, and transparency in all actions and decisions.
  • Empowerment: Encouraging and enabling team members to take responsibility for their actions and develop their skills.
  1. Do: Implementing practical leadership actions and behaviors

Once the desired leadership qualities have been identified and internalized, the next step is to put them into practice through consistent actions and behaviors. By aligning these actions with the values and goals of the organization, leaders can more effectively drive their teams toward success.

Some significant leadership actions and behaviors include:

  • Setting clear expectations: Clearly communicating the goals and objectives of the team, as well as the roles and responsibilities of each team member.
  • Providing feedback and coaching: Offering regular, constructive feedback and support to help team members grow and develop their skills.
  • Encouraging collaboration: Fostering a culture of teamwork and cooperation, where team members feel comfortable sharing ideas and working together towards common goals.
  • Delegating effectively: Assigning tasks and responsibilities based on team members’ strengths and areas of expertise while providing them with the necessary resources and support.
  • Recognizing and rewarding success: Acknowledging and celebrating team members’ accomplishments individually and collectively to boost motivation and engagement.
  1. Have: Achieving leadership success and fostering people development

By focusing on who they need to become as a leader and the actions they need to take, leaders can achieve the desired outcomes regarding their own success and the development of their team members. These outcomes may include:

  • Improved team performance: When leaders embody the correct qualities and implement effective actions, teams are more likely to achieve their goals and demonstrate higher performance levels.
  • Enhanced employee engagement: Leaders committed to people development create an environment where team members feel valued, supported, and motivated to contribute their best work.
  • More robust organizational culture: Effective leadership can contribute to a positive organizational culture characterized by trust, collaboration, and shared values.
  • Personal growth and development: By focusing on leadership’s “Be” and “Do” aspects, leaders can grow and develop their skills, making them better equipped to navigate challenges and lead their teams effectively.

In conclusion, the “Be, Do, Have” concept can be valuable for leadership and people development. By focusing on the qualities that define an effective leader, implementing actions that align with these qualities, and ultimately achieving the desired outcomes, leaders can foster a culture of success and growth within their teams by applying this concept.

Summary: The “Be, Do, Have” concept in leadership highlights the significance of adopting effective leadership qualities, executing aligned actions, and achieving desired outcomes. This approach promotes team success, employee engagement, and positive organizational culture while supporting personal growth and people development.