Leadership - Push or Pull

Everyone resists change. Why because it comes with a cost. There is risk, uncertainty, vulnerability; and energy is required. Energy is never free. 


For most people change comes down to the question, "What's in it for me?" Change is personal. 


Change must overcome inertia to be realized. Inertia is resistance in all of its many forms...


There are those who simply ignore change by doing what they have always done even in the face of certain harm. Others will dismiss change with a simple "yes, BUT" response - "Yes, but not here", "Yes, but not for me", "Yes, but not now", "Yes, but...". Some will deny the need for change siting special circumstances or an alternative truth. There are those who will actively resist change to protect their perceived benefit from the status quo. Others will give lip service but not engage. Some will publicly support change then actively undermine it with passive aggression. 


Then there are those who will will support change; advocate for change, and a small handful that will lead change. They are always relatively small in number but nothing changes without them. They are all leaders at various points on the spectrum of leadership. They are all essential.


Effective leaders recognize the many faces of resistance to change. They define a consistent reality from multiple perspectives. They introduce alternative belief systems that others can adopt as their own. They secure credibility by leading from values. 


Leaders are craftsman. They work with passion, persistence, and precision. They sculpture lives by shaping awareness, perception, attitudes, understandings, and behaviors. They shine light on truth and reality and possibility. They give voice to opportunity. They push potential and they pull with dreams.


All the Best!


Bob


(c) Copyright 2010
Performance Builders

Quotable

“If it's a new problem, perhaps it demands a new approach. If it's an old problem, it certainly does.”

Leadership - Two Kinds of Leaders

There are two kinds of leaders. Those who take people somewhere that benefits the leader; and those who take people somewhere that benefits the people. 

Leadership is not about changing "them" but rather about empowering people to better "themselves" and each other. Leadership is inherently about facilitating behaviors and enriching cultures. Anything less is manipulative, exploitive, and unsustainable. 

Such leadership is more about evolution than revolution. Evolution provides continuity upon which people can build. Revolution produces confusion, pain, guilt, and fear. 

Leadership is about building bridges to bring people safely and successfully to "a better place". It helps a lot if it is a place where people want to go, and that they understand both the realities "there" and "getting there". 

Such is leadership ...defining reality, casting the vision, removing obstacles, empowering others, showing the way, and helping those who struggle.

The measure of a leader is not in the number of follower's acquired but in the number of new leaders inspired. To lead, just keep doing the next right thing and consider what might come after next.

All the Best!

Bob

(c) copyright 2010

Performance Builders

Leadership

Leadership is certainly both an art and a science - much has been written on the topic but understanding and application consistently fall short in most organizations. 


Perhaps a good place to start is to understand a few definitions that commonly muddy the water of understanding - Management, Leadership, Coaching, and Mentoring. All four roles may address matters of performance but there are important differences - differences that make a difference. 


Management is primarily focused on matters of command and control. It's about  performance optimization through delegation and accountability within existing, defined parameters, rules, and metrics for success. Its about getting the most of what already is - i.e. what's "in the box".


Leadership is primarily focused on matters of vision and change. Its about transformation from one reality to another. Its about new parameter, rules, metrics, and opportunity. Its about innovation - i.e. what's "outside of the box". 


Coaching is primarily focused on matters of performance ability to respond to an existing problem or challenge. Coaching has an agenda and is task oriented. Its priority is performance and style by leveraging one's own resources.  It's a job.


Mentoring is primarily focused on matters of affirmation/nurturing/counseling an individual with less knowledgeable or experience. Mentoring does not have an agenda and is learning oriented. Its a self-selecting relationship.


There is a common denominator amongst these four roles, it is trust. Without trust all four roles will be compromised and results limited.


Trust has three elements - Integrity (do what you say you will do and behaving in a consistent and coherent fashion); Results (producing deliverables and value); and showing concern for others (putting others ahead of self). Too often these four roles are undermined by a lack of trust. When that happens there can not be honest discussion, commitment, accountability,or results.


With these understandings as a simple foundation, we will consider insights on leadership in the upcoming posts.


All the Best!


Bob


(c) copyright 2010
Performance Builders 

Creating Value

Occasionally great explanations come along that are worth sharing - this is one of them. ENJOY!

McKinsey Quarterly - The Four Corners of Corporate Finance


All the Best!


Bob

Leadership

It's great to be back! My time away included volunteer time with Safe Water Team and Free2Play, continuing education, speaking engagements, recreation, travel, and time with family and friends. Loved it!


Now I would like to turn our attention to the topic of leadership. We will consider leadership, management, mentoring, and coaching. We will use the writings of a variety of leadership experts to stimulate our thinking.


The measure of leadership is not "follower-ship" but rather the creation of new and capable leaders! 


All the Best!


Bob


(c) copyright 2010
Performance Builders