The Principles of Personal Leadership: A Path to Transformational Leadership Principle #3: Inspire Discretionary Effort—Constantly

Inspired by the leadership philosophy outlined in “Accountability Now!” by Mark Sasscer

In every organization, there’s a difference between what people are required to do and what they choose to do. That space, between obligation and ownership, is where discretionary effort lives. It's what people give when they believe in the mission, feel valued, and trust their leadership. And in that space, true transformation becomes possible.

I’ve worked in healthcare for more than 25 years. I’ve seen highly skilled teams operate in environments where they felt micromanaged, unrecognized, or burned out. I’ve also seen what happens when, instead, they’re treated with trust and purpose. You can feel it in the energy of a morning huddle, the collaboration on a care plan, the initiative someone takes to fix a problem no one asked them to fix.

Principle No. 3: Inspire Discretionary Effort—Constantly

Mark Sasscer, Author of Accountability Now!

Mark Sasscer’s leadership framework has been a powerful compass for me. Principle No. 3—Inspire Discretionary Effort—strikes a chord because it captures a truth that’s often overlooked: you can’t command the best in people, but you can create the conditions where they offer it freely.

Mark said it well:

“Scott, I love that you are shining a spotlight on my 10 Principles of Personal Leadership; thank you! Principle No. 3 is special to me because I grew up learning that any job worth doing is worth doing well. These words have motivated me to be my best self, regardless of what I choose to achieve!”

That mindset, do it well or don’t do it at all, resonates with anyone who has felt the pride of giving their all. But it’s not something you can impose. It must be earned.

From Transactional to Transformational

Organizations often default to transactional leadership (i.e., checklists, policies or metrics). And while structure matters, it will only get you so far. When people are operating on compliance, they may meet expectations, but they rarely exceed them. When they’re operating on commitment, they innovate, they anticipate needs, and they uplift the team around them.

Discretionary effort shows up in moments you can’t script:

• A nurse who stays late to comfort a patient’s family.

• A department head who advocates for a colleague’s promotion, even though it means more work in the short term.

• A technician who sees a broken process and takes the initiative to suggest a better one.

These aren’t part of the job description but they’re what make an organization exceptional.

Creating the Conditions for Discretionary Effort

You can’t flip a switch and expect a culture of engagement. It has to be built intentionally. Here are a few places to start:

• Elevate Purpose. It’s not enough to state a mission on the wall. The mission must live in how people talk about their work, how decisions are made, and how success is measured. When individuals understand how their role contributes to something meaningful, they lean in.

• Model Engagement. Leadership presence is more than walking the halls. It means showing up with attention, humility, and consistency. When people see that you’re fully engaged, they’re more likely to follow suit.

• Invite Voice. Most people don’t need to be convinced to care. They need to be heard. One of the fastest ways to spark effort is to create space for people to share their ideas and to act on them when possible. This doesn’t mean agreeing with every suggestion. It means valuing input enough to consider it seriously.

• Recognize Effort. Many acts of discretionary effort are invisible unless you're looking for them. Leaders who notice these moments and recognize them publicly (or privately) reinforce that going above and beyond is seen and appreciated.

• Encourage Ownership. Empowering people to think and act like owners builds resilience and adaptability. When people are trusted to make decisions, they become more invested in the outcome. That’s how cultures of accountability and innovation take root. Failure cannot be a fear factor, rather an impetus for learning. It’s not “succeed or fail,” it’s “succeed or learn!” When employees are treated like owners, they act like owners.

The ROI of Discretionary Effort

When a culture of discretionary effort takes hold, the impact is undeniable. Innovation increases. Collaboration deepens. Patient or customer satisfaction rises. Turnover falls. People no longer just “do their jobs,” they drive the organization forward with passion and purpose.

In short, discretionary effort is not just about working harder. It’s about working with heart.

Questions to Ponder

• What can I do to create a culture where discretionary effort is the norm, not the exception?

• How often do I create opportunities for people to feel seen, heard, and valued beyond their basic job descriptions?

• What systems or habits might be stifling initiative, and how can I evolve them to foster more ownership and engagement?

Final Thoughts

Principle No. 3—Inspire Discretionary Effort Constantly—reminds us that the best work happens when people want to give more, not when they’re told to. This is the essence of transformational leadership: cultivating an environment where commitment is contagious, creativity is welcomed, and individuals are empowered to rise above the status quo.

As leaders, our job is not to motivate with pressure, but to lead in ways that spark purpose. When people believe they matter, they give more. And that gift—their energy, their heart, their effort—is what transforms organizations from functional to extraordinary.

Discretionary effort begins with how we lead, but its impact multiplies when others are inspired to do the same. And that’s when true transformation begins.

Acknowledgment

The leadership principles explored in this series are grounded in the transformational philosophy of Mark Sasscer, as outlined in his book Accountability Now! Living the Ten Principles of Personal Leadership. His teachings provide a clear, actionable path for leaders seeking to build cultures of trust, presence, and authentic accountability.

Collaboration makes us stronger. Feel free to leave a comment below or email me at scott@drscottwolf.com, I’d love to hear your thoughts!