3 Behavioral Steps to Better Leadership Boundaries

A few years ago, I began noticing a line of clothing marketed mainly to young people that proudly displayed its label of “NO BOUNDARIES.” I knew it was a marketing ploy to the young and restless, but instinctively it felt dangerous.

Unfortunately, some people took the label seriously. In today’s culture, far too many people seem to lack respect for many of the boundaries that establish order and hold us together as a civilized society. Perhaps you have noticed the same situation. Let’s pause to reflect on boundaries and the role they play.

Living in the Balance of Paradox

There are many implications when promoting healthy values of individual responsibility and personal accountability in a culture that has drifted toward a “no-boundaries” mentality.

Like so many other areas of leadership, it requires more than an either/or mentality. Leaders must live in the tension of dichotomy or paradox. Often, it’s both.

“Leaders should get out front in questioning rules and traditions that no longer serve a purpose, while at the same time rejecting the overreach of a ‘no-boundaries’ attitude.” [Tweet This]

This is clearly not an easy task and leaders must set the example.  Clarify your own boundaries and then battle to live within them. In our team training events, we use a behavioral assessment like Leadership Behavior DNA to help pinpoint the individual strengths and struggles of each team member. With this knowledge, you use your time more efficiently and lead them in a more effective way.

With that commitment as your foundation, here are four steps from our Courageous Accountability Model™ that can guide you forward.

  1. Clarify.

Make sure everyone understands expectations, the boundaries and their purpose and why they exist. Consequences must also be understood when boundaries are violated. Every sport has a rulebook to clarify the rules and penalties. You need to make sure your expectations and consequences are clear also.

  1. and 3. Connect and Collaborate effectively.

Consider the unique people and groups and how their expectations about boundaries and consequences may be different. For example, sales people will make more mistakes with details than ops people. Always have and always will.  You must connect with them differently.

Discuss boundaries with others. Seek wisdom and be willing to flex when the need arises. Look for areas where you may be setting a boundary that is inappropriate for the current situation. A new hire may need a boundary that may be unnecessary and undermining for an experienced person.

“Keep an open and ongoing dialogue about boundaries and help others see the value in them for themselves and the team.” [Tweet This]

  1. Confront or Celebrate.

Celebrate those who meet expectations and confront those who don’t with appropriate consequences.  Be wise, don’t react, follow up with a balanced and firm response.

Lee Ellis Engage with Honor

The steps on the right side of this model give a clear leadership strategy for creating a culture of positive accountability.

Embracing Past Wisdom

The wisdom of the ages reveals that boundaries must exist as guardrails in every area and context of life for many reasons. They faithfully protect us and others from the consequences that come when we transgress into dangerous territory.

LE [Tweet This Article]

The Complete Model for Courageous Accountability

The Engage with Honor Launch book, self-study, and online team development course are all options to help you build healthy accountability in your team team structure. Check out each option, and see which one helps move your goals forward –

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“…Ellis demonstrates that this difference comes from having the character and courage to do the right thing. A must read for all leaders.” – Dr. J. Phillip London, Executive Chairman and Chairman of the Board – CACI International Inc

“I believe our country is at one of the most crucial periods in our entire history. Lee’s book represents an important ‘instruction manual’ for righting the ship.” – Bob Littell, Chief NetWeaver – NetWeaving International & The Enrichment Co.




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