• Susan Pattis

How to Define Conscious Leadership? (Part III)

Conscious Leadership Behavior


Unconscious leaders fall into a reaction trap by focusing on their to-do list, such as phone calls, meetings, emails, complaints, and their daily routine. Reactional behavior sets the biologically primitive function into fight-mode unconsciously in their problem-solving and decision-making. Their unconsciousness keeps leaders from thinking strategically, creatively engaging, positively influencing, and empowering. Conscious leaders use the upper part of the brain, the prefrontal cortex, for leadership effectiveness at a high level. Breathwork can break reactional behavior by inhaling and exhaling with awareness whenever possible. Thinking with the logical left side of the brain leaves out the whole body, including the right side of the brain. Conscious leaders integrate their mind, body, breath, inner power, and their deepest meditativeness into their leadership roles with full awareness.


Conscious Leadership Advantages


Leaders with higher conscious awareness can transcend beyond the reaction trap to achieve goals because conscious leaders know how to make mindful choices, set rational boundaries, take reasonable steps towards goals, and manage milestones efficiently. Working more than 10 hours a day does not increase productivity; working smart with consciousness is a better choice. The difference between conscious and unconscious leaders is the levels of awareness. For centuries, from politics to the business world, under top-down structures, leaders care more about their leadership status than the growth of the team that they lead. Conscious leaders lead with awareness by adding empathy, inclusivity, vulnerability, compassion, and inspiration to their leadership approaches.


Conscious Leadership Qualities


Leaders' position, status, title, and skills are no longer how we evaluate leadership in the 21st century. Conscious leadership requires the mastery of awareness and mindfulness to manage their emotions, reactions, feelings, and defensiveness all the time. Mindful leaders courageously face mistakes, invite feedback, and focus on personal growth and group development. Unconscious leaders hide their emotions and true feelings, dismiss the feelings of others, and make decisions in their own best interest, not for the team's benefit.


Conscious leaders lead to higher group productivity, increased client retention, more new business deals and revenue, and a higher profit margin. Conscious leadership requires the following top qualities for organizational success and sustainability:


· High level of self-awareness Conscious leaders know themselves well and can regulate their emotions and intentions in different circumstances, resulting in positive interactions and outcomes with team members, partners, clients, and prospects.


· High level of self-assurance A confident, calm, and sensible leader is trusted more than one who is impulsive and explosive.


· High level of intention Conscious leaders share their intention consciously to set an example for others to bring more meaning to their interactions.


· High level of self-improvement Conscious leaders constantly seek to gain more knowledge and expertise for a better future.


· High level of compassion Compassion is a fundamental trait for conscious leaders. They speak kindly, address challenges openly, and encourage others to improve wholeheartedly.

Signals of Unconscious Leadership


Unconscious leaders are adept at using the left parts of the brain without cultivating the right intuitive brain and processing the information from other body parts. There are five signals of unconscious leadership:


· Constantly seeking approval It is alright to receive praise after an accomplishment, but fishing for compliments signals deep-seated emotional issues for a conscious leader.


· Working hard with low efficiency Working long hours without achievement is a waste of time. Conscious leaders work smart with results, and unconscious leaders work hard without good outcomes.


· Low-profit margin If the profit margin is low, barely breakeven, or in deficit, something has gone wrong.


· Talk the walk without action Conscious leaders talk with passion and influence, then act fast with strategies and plans.


· No input from the team Conscious leaders encourage their team to share ideas and suggestions continuously, and unconscious leaders dismiss their team's input and engagement.


· Hiding vulnerability Authentic leaders never hide their true feelings or emotions because they are willing to take full responsibility for their behavior.


To Be Continued.