How to use core values as your compass for organizational success

Note: The following article was originally published on Forbes on December 4, 2024. You can read the full article here.

Current leadership theories emphasize numerous qualities that define effective leaders. I’ve previously written about the importance of courage, compassion, integrity and principles. At times, these values may be at odds with stockholder interests. So how do successful leaders stay true to their core beliefs while steering their organizations towards success?

In True North: Discover Your Authentic Leadership, Bill George and Peter Sims analyze the experiences of 125 leaders. They identify self-awareness, empowering others, reflecting on past decisions, seeking feedback and focusing on organizational success as essential traits of authentic leadership. As a university president with extensive experience in academia, I've made an effort to garner these qualities in my leadership practice. Here is what I've learned.

Authentic leaders are self-aware and inspired by their life stories

Leaders often draw strength and inspiration from challenges they’ve overcome. Personally, I am shaped by my journey as a Latina and an immigrant, which involved overcoming both personal and systemic barriers. Female leaders in particular face complex career paths, balancing societal expectations with professional ambitions and sometimes contending with imposter syndrome. When I mentor women and minorities, I stress the importance of experience and preparation. In my own career, having a strong foundation of relevant experience helped me navigate biases in the workplace and maintain confidence. You almost essentially have to have done the job before, which means you’re working much harder than others—but this inspired me to continue moving forward.

As a university president, I relate deeply to my students who are first or second-generation Americans, learning English as a second language or struggling with financial problems or poverty. I understand firsthand the impact of financial and cultural barriers, and this perspective drives me to advocate for policies that foster inclusivity and support student success.

Authentic leaders empower others along their journey

Compassionate leadership is central to an organization’s culture, balancing bold decision-making with a moral imperative to alleviate suffering and drive equity. At its core, it calls for pushing agendas, making critical choices and using wisdom and experience to move organizations forward for sustainable success. To enact real and lasting change, leaders must use their voices to advocate for those without one, work diligently with their teams to ensure equity and use their position to correct injustices while clearing the way for ongoing progress.

During the pandemic, for instance, I discovered that an outsourced vendor had let go of our culinary and custodial staff—team members whose jobs were essential to supporting their families. I ended that vendor relationship, bringing these critical employees into our organization with full benefits and access to free education for themselves and their families. This decision empowered them to thrive and advanced our commitment to equity and well-being.

Authentic leaders reflect and seek feedback

A collaborative approach is at the heart of my leadership. I know from my research experience that diverse teams—diverse in ethnicity, gender and perspectives—make stronger, more strategic decisions. I actively encourage my team to share their views when we make key choices about the university’s direction, fostering a culture where all voices are valued.

Leaders can seek feedback by encouraging open discussions with their council members or other organizational leaders. Surveys are also useful to better understand employees' and customers' perspectives. It's important to analyze and act on the feedback in order to encourage honest conversations.

Authentic leaders focus on organizational success

I see myself as a change agent, a role that’s critical for moving organizations to the next level. Change comes with risks—not everyone welcomes it, even if the outcomes are positive. In academia, we strive for consensus—but as a leader, I understand that consensus is not always feasible. My role as a change agent is to build enough support to drive the organization toward common goals, even amidst differing opinions.

In order to achieve organizational success, leaders must focus on strategic goals and ensure all units' goals are aligned. Oftentimes leaders will need to make unpopular decisions. As I've written in a previous article, "In scenarios like this, leaders should ask themselves why their decision is leaning in a particular direction and what information may influence their decision-making process."

In Summary

Trust in yourself and advocate for your achievements. Early in my career, I assumed that hard work alone would speak for itself, but I’ve learned that self-advocacy is equally important. I have a personal quote that I live by: “every difficulty you have overcome in your life has prepared you for the great leader you are today.” Every challenge overcome strengthens you for future success. Embrace new opportunities even if they come with initial hurdles, because they will prepare you to lead with resilience and integrity.