Leadership Credo

Twelve years ago I was introduced to a leadership credo as part of a management change after my employer was acquired. My new manager presented her leadership credo as a document during her formal introduction to the team. While different from past group changes, I was appreciative of her approach and felt like I learned immediate knowledge about my supervisor and her expectations. Four years later, I created my version of a leadership credo to use as I transitioned to managing a new team.  It was a communication device for establishing new relationships, but also continued to be a guide for my actions and expectations with the team.

A credo is a statement of beliefs that guide actions. So I wanted my credo to be a true representation of my life, behaviors, and expectations.  I wanted the credo to be something real and true rather than filled with platitudes and aspirations. Reflecting on my original document today, I feel like I captured my beliefs well because the only thing I changed was the first sentence to simplify it.  

Why is this important? The statements I recorded for the beliefs guiding my behaviors and expectations of employees remain the same. Similar to a purpose statement, the leadership credo should be consistent over time as a guiding instrument providing direction. I attached my credo to my LinkedIn record because it is a valuable part of my overall business profile and provides a view of how I operate each day.

If you don’t have one, you should give thought to making one. You won’t be disappointed. 

Here’s mine.


Bob Williams Leadership Credo

My role

My role as a technology professional is to connect people through systems and solutions.  I believe people are engaged with leaders that are authentic and forthright with information. I believe leadership is helping others succeed.

My values

  • Respect people
  • Listen first
  • Question to improve

My behaviors

  • Overcoming resistance to progress through persistent effort
  • Providing the ‘what’ while letting those responsible determine the ‘how’
  • Understanding each individual’s needs and goals
  • Communicating the company and group vision with clarity
  • Performing periodic performance reviews
  • Encouraging team interaction through appropriate technology use
  • Responding to employees in a timely manner
  • Reading, thinking, and writing

 My expectations

  • Show ownership
  • Take accountability
  • Be honest
  • Be proactive
  • Adapt to changing circumstances
  • Be part of the solution, not part of the problem
  • Find a balance and rhythm

Photo credit: https://flic.kr/p/v7oDQ via creative commons American Credo: Abraham Lincoln by Tom