Steps to Better Leadership – Part 1

Posted on August 25, 2016 by Christopher Gayle, One of Thousands of Business Coaches on Noomii.

With all the craziness, catastrophe and calamity that’s been spilling out locally and around the world, now more than ever we need real Leaders. Not just people in leadership roles; not just people with the “title”.

We’re already got plenty of politicians and corporate folks in leadership roles who clearly don’t behave as such. And those Leaders that DO exercise the values of Ethical Leadership are way outnumbered!

We need way more genuine Leaders…everywhere.

Not just in government or board rooms, but at home, school, places of worship and local community. We all need to become better Leaders, including me and you.

Otherwise, we’ll have to put up with more of what we’ve got now…and that’s not gonna be good for anybody!

>> Why is real Leadership so elusive and difficult?

So what’s the deal? If Leadership is so critically important, why are there so few real leaders out there?

— Many people who work their way into leadership positons want the title, pay, prestige and perks…but no necessarily the burden, ethics, responsibility or accountability that goes hand-in-hand with leadership roles. For those who genuinely have transparent, selfless reasons for taking on leadership roles, many are just not prepared for the complexities and hardships involved.

— Within many organizations, when someone is put into a leadership role, very little-to-no ongoing, long-term training is given to new leaders. They get a class here and there, but that’s it.

>> Lead by Bad Example

In this situation, those in leadership roles try to fill in the skill gap by relying on leadership role models they see around them today, or examples they grew up with (however healthy or unhealthy).

The outcome is usually the kind of thinking outlined below, which demoralizes the team, creates cynics and diminishes their own authority:

— Because I’m in charge, I must be smarter than those beneath me.

— Because I’m in charge, that means I tell people what to do, and they’re supposed to do it.

— Because I’m in charge, I can make up rules as needed and they’re supposed to obey.

— Because I’m in charge, I’m expected to know everything and have all the answers.

— Because I’m in charge, I set the direction and the vision for everyone.

— We’re all professionals, just do your job; I shouldn’t have to deal with these soft, touchy-feely issues.

— I’m an ambitious go getter, that’s why I’m in charge; therefor those beneath me are not.

— As someone in charge, if I’m nice and friendly, that’s a sign of weakness, and they won’t respect me.

— Because I’m in charge, I’m supposed to be confident, bold and decisive.

— Since I’m in charge, I need to show it by saying “important” and “profound” things all the time. If I don’t speak first, during and last at a meeting, then it shows I’m not running the show.

No, being in any type of management/leadership role does not automatically make you a Leader.

Truthfully, most untrained, undeveloped leaders of any age or experience level carry these fears with them:

— Others finding out that they need help and that they’re overwhelmed.

— That they don’t know everything or have all the answers.

— Don’t know how to get people to take action and do what needs to be done in a timely way.

— Fear of punishment if your team makes mistakes, under performs or fails in some way.

>> Leadership is NOT about Control

Despite what you might think; or what your ego tells you; as a Leader, you are not in control…ever.

It’s Leadership, not dictatorship. History; and our contemporary world today; shows time and again that people always have choices (even in life or death situations). So no, Leadership is not about control, obedience, or hierarchy.

>> Leadership IS about Emotional Connection to others

People will follow for their own reasons, not yours. What motivates you many not motivate them. Many business Leaders choose not to take the time to understand the needs, concerns or motivations of their employees. Some in Leadership roles want to, but just don’t know how.

In future posts I’ll give you some tools to make this quick and easy.

>> A Teachable Skill

While some people are born “natural leaders”, real leadership is something you can actually learn. As a starting point, leadership skills could be broken down into two big steps.

>>> Step 1: Humility

Actual care about those you purport to lead. I’m talking about humility, genuine concern, listening more, talk less.

This also includes being humble and open enough to the idea of learning and improving your Leadership skills.

The book “Good to Great” describes Level 5 Leadership characteristics as follows:

— Humble, humility.

— Modest, gracious, avoids attention.

— Speak in terms of “us”, “team”, “together”.

— Talks about and promotes the team, not themselves.

— Selfless – gives credit for success to others, instead of taking credit.

— Ownership – they take full responsibility when thighs go bad or for failure. They don’t throw people under the bus. They don’t blame competition, team members, peers, employees or bad luck.

— They are extremely ambitious – for the success of the entire team and company. Not for themselves alone.

I think the characteristics above are definitely a great place to start.

>>> Step 2: Ongoing, Long-term Practice

You can actually learn how to become a Leader; the skills are concrete and do exist.

The requirement however, is ongoing, long-term practice. This isn’t a one day, one week, one weekend class endeavor. It’s no different from physical fitness or healthy eating; it’s needs to be a long-term path of personal growth.

But the idea of ongoing Leadership training is the easy part.

The terrifying part is that in order to evolve into a genuine leader…as needed, YOU HAVE TO CHANGE AS A PERSON. This is challenging and scary for young leaders and the most senior of Execs…which is why the world has so few leaders.

Step 2 boils down to walk the talk…it’s all about real time, day to day actions.

>> Some Immediate, Free Solutions

From inside your organization, find a leadership role model; someone protected from any backlash or politics if they challenge you or give you fair and honest feedback.

If you can’t find someone like this inside your organization, then look outside: Alumni Association, a trusted friend, an elder in your place of worship, a Mentor, a Coach.

— Caveat: whether from the inside or outside; if this Friend/Mentor/Coach is not allowed to give you fair, honest, retaliation-free feedback…or if you’re not open to fair and honest feedback, then it’s best not to waste anyone’s time.

If someone is not challenging you and giving you regular, honest and fair feedback, your potential for genuine, solid leadership development isn’t going to happen.

People who are the best at what they do or excel in a field are open to fair, qualified feedback from peers, Instructors, Teachers, Mentors, Coaches. To be our best, an outside-in perspective helps.

Without it, any real, meaningful development happens very slowly at great cost, or not at all.

>> Let’s move forward

Not that we’ve set the stage, future posts will give you the steps and techniques you can learn and practice with a likeminded peer or with your team on an ongoing basis to become a genuine Leader.

Are the posts that follow the one and only path to Leadership mastery? No.

Are there other valuable, effective Leadership approaches out there? Yes absolutely. I encourage you study Leadership on an ongoing basis from as many competent, responsible, ethical sources as possible – regularly and consistently! And get consistent feedback on your development too!

All the proven, effective Leadership approaches and philosophies will these five principles in common:

1. Genuine care and respect for everyone – whether they’re on your team or not.
2. Creating a win-win for all.
3. A solid foundation of Ethics.
4. The Leader’s focus is on giving, not getting. The focus is on the success of others/the team more than on themselves.
5. The Leader is disciplined, and accepts the responsibility and accountability of Leadership.

Christopher Gayle