Let's Get Your Leadership Story Straight

If you can't articulate your value, other people will define it for you.

Most people can rattle off their job title, their department, and the tasks they're responsible for... but very few can clearly explain the actual value they bring as a leader.

And when you don't know how to describe your value, everyone else fills in the blanks with what they need, what they assume, or what they think you're good at based on the last crisis you solved. Suddenly, your job becomes "whatever keeps the machine running."

If you can't clearly express your value, it's almost impossible to protect it.

So, let's fix that.

The easiest place to start is by putting words around three things:

the problem you solve,
the strengths you naturally use, and
the beliefs that guide how you lead.

Start with the problem you naturally solve.

Every leader has a default mode... the thing people always come to you for, even if it's not technically in your job description.

What do people consistently rely on you for, no matter your role?

Maybe you're the one who untangles drama before it blows up. Maybe you're the one who can look at a mess and immediately see a system. Maybe you're the one who turns big ideas into something people can actually do.

Try this simple sentence:

I help [who] do [what] so they can [result].

If you can't name the problem you solve, you end up solving every problem.

Then look at how you do it.

Two leaders could solve the exact same problem in totally different ways.

Some people bring calm structure. Some bring energy and momentum. Some bring curiosity. And some bring accountability.

This is your leadership fingerprint; the style that makes your value uniquely yours.

Try:

I use my strength in [X] to [action] so [outcome].

This matters more than you think. Skills can be duplicated. Style can't.

And if you don't call out your strengths, people will only see the tasks you complete, not the value you add.

Finally, get clear on why you lead the way you do.

Your leadership philosophy is the internal filter you use (often without realizing it) to make decisions, handle conflict, set boundaries, and communicate with your team. It's the "why" underneath your style.

Your "why" shapes the kind of leader you become.

Try this:

I believe [core belief], so I [consistent action] to create [desired environment/outcome].

Your philosophy is the foundation of your value. It explains not just what you do, but who you are while doing it.

Put it all together into your leadership value statement.

Once you know the problem you solve, the strengths you use, and the beliefs that guide you, you can wrap it into a simple statement that captures the essence of your leadership.

I help [who] do [what] by using my strength in [X] so they can [result], because I believe [core belief].

Here are a few examples:

I help teams cut through chaos by using my strength in simplifying complexity so they can stay focused on what matters, because I believe clarity is a form of care.

I help organizations translate strategy into action by using my strength in building structure so teams can deliver work sustainably, because I believe work shouldn't cost people their health.

I help people navigate conflict by using my strength in emotional awareness so they can communicate without blowing up, because I believe trust is built in difficult moments.

See how different those are? See how specific they feel?

See how you immediately understand the person behind them?

That's the point.

And the cool thing is that you can now use this leadership value statement in a dozen different places.

On your LinkedIn "About" section. This is the fastest way to make your profile sound human and intentional. It instantly tells people who you are, not just what you've done.
In your LinkedIn headline. Instead of "Senior Manager, Operations," imagine: Helping teams cut through chaos with clear systems and sustainable structure. That stands out immediately. (And it's also a great opportunity to throw in some key search words to attract recruiters.)
In networking conversations. When someone asks, "So, what do you do?", you no longer freeze or ramble.
In your résumé summary. Hiring managers read hundreds of bland summaries. Your value statement shows your impact and spices it up enough to maybe get noticed more.
In job interviews. Use it to answer questions like: Tell me about your leadership style. What makes you effective in your role? Why should we hire you? You instantly sound grounded, self-aware, and memorable.
In performance reviews and 1:1s. Your value statement becomes the backbone for how you describe your contributions and the impact you've made. Now you're not just talking about what you did, but what changed because you did it.
When exploring a promotion or career pivot. It helps you evaluate opportunities based on alignment.
In presentations or all-staff meetings. Anytime you're introducing yourself, joining a new team, or leading a project kickoff, your leadership value statement gives people a clear sense of what you bring to the table.

Consider this your positioning tool.

It tells people how to understand you, how to work with you, and how to see your impact.

And when you use this tool intentionally, people stop defining your value for you. Because you've already defined it yourself.

Take care,

Tara

P.S. I'm still running my Angel Tree holiday promo through 12/14. For every coaching session or product purchased this season, I'm donating a portion to support kids and families who need a little extra help this year. If you've been thinking about working together, this is a meaningful time to jump in. Plus you can lock in 2025 pricing before rates increase in January.