🍀 Embracing Identity in Leadership: Lessons from St. Patrick’s Day

With St. Patrick’s Day just around the corner, it’s always fascinating to see how people embrace Irish culture, or their skewed perception of it—even if just for the day. It’s a time of celebration, connection, and a shared sense of identity, or at least here in the US, an inaccurate identity that we've created to justify drinking green beer.

Nonetheless, this got me thinking: how often do we, as leaders, truly reflect on identity—not just our own, but also the identities of our teams?

Leadership starts with self-awareness. Understanding who you are as a leader—your values, motivations, and how you show up every day—is the foundation of effective leadership. But great leadership doesn’t stop there. It also requires an awareness of others: what motivates your team, what matters to them, and how their unique identities shape their contributions and challenges.

When leaders overlook identity, they risk missing out on what truly drives their teams. But when leaders invest the time to understand the people they work with, they unlock a deeper level of engagement, trust, and performance.

Here are a few tips to help you embrace identity in leadership, with actionable examples and exercises to make them practical:

1. Start with Self-Awareness

What are your values, strengths, and biases?

Self-awareness is the cornerstone of effective leadership. It’s not just about knowing what you’re good at—it’s about understanding your blind spots, biases, and how your identity shapes your leadership style.

Example: A leader might value efficiency above all else, but this bias could unintentionally dismiss team members who thrive on creativity and collaboration.

Exercise: Take 15 minutes to answer these questions:

• What are my top 3 core values as a leader?

• What are my biggest strengths, and how do they impact my team?

• What are my biases, and how might they influence my decisions?

Write down one bias you’ve identified and commit to challenging it. For example, if you realize you tend to favor outspoken team members, make an effort to seek input from quieter individuals in your next meeting.

2. Ask, Don’t Assume

Don’t guess what motivates your team—ask them directly.

Every team member has unique drivers, values, and goals. As a leader, it’s your responsibility to understand what matters most to them.

Example: An employee might be motivated by opportunities to grow professionally, while another values recognition for their hard work. Assuming everyone is motivated by the same things can lead to disengagement.

Exercise: Schedule one-on-one check-ins with your team and ask open-ended questions like:

• What excites you most about your work?

• What challenges are you facing, and how can I support you?

• What are your professional goals this year?

Take notes and look for patterns. Adjust your leadership approach to align with what motivates each individual.

3. Celebrate Individuality

Recognize and honor the unique identities of your team members.

Just like St. Patrick’s Day brings people together to celebrate Irish culture, leaders can create opportunities to celebrate the diverse strengths and backgrounds of their teams.

Example: A team member who brings a unique perspective based on their cultural background or personal experiences can offer fresh insights that improve decision-making.

Exercise: Host a “Culture Day” or “Strengths Showcase” where team members can share something about their identity, background, or a unique skill they bring to the table. This not only fosters connection but also helps the team appreciate each other’s contributions.

4. Align Identity with Purpose

Help your team connect their personal values to the organization’s mission.

When employees see how their individual strengths and passions align with the company’s goals, they feel a stronger sense of purpose and engagement.

Example: If an employee values sustainability, show them how their role contributes to the company’s environmental initiatives.

Exercise: During your next team meeting, ask each member to share one personal value they hold dear. Then, as a group, brainstorm how those values align with the team’s objectives. This exercise helps foster a sense of shared purpose while respecting individual identities.

5. Stay Curious

Identity is not static—it evolves over time.

As your team grows and changes, so do their motivations and challenges. Staying curious and open to learning about your team ensures that your leadership remains empathetic and adaptable.

Example: A team member who was once motivated by career advancement might now prioritize work-life balance due to changes in their personal life.

Exercise: Make it a habit to do quarterly check-ins with your team, asking questions like:

• Has anything changed in your priorities or goals recently?

• How can we adjust to better support you?

This ongoing dialogue helps you stay connected and responsive to your team’s evolving needs.

How Bespoke Compass Can Help

At Bespoke Compass, we believe that leadership is about much more than strategy—it’s about aligning your identity with your actions and fostering a culture where everyone can thrive. Through our coaching programs like My Leadership – Naming Choice, My Culture – Negotiating Conflict, and My Life – Navigating Crisis, we help leaders develop the self-awareness and cultural understanding needed to create meaningful connections with their teams.

This St. Patrick’s Day, let’s take a moment to reflect on identity—not just in celebration, but in leadership. Because when we truly understand ourselves and those we lead, we can build stronger, more authentic teams.

👉 Ready to take your leadership to the next level? Visit www.bespokecompass.com to learn how we can help you align your leadership with your values and your team’s unique strengths.