— Put ‘em in a box and learn to say ‘yes’
I used to believe that empowerment and delegation were the same thing… that we just invented the term “empowerment” because so many managers sucked at delegating.
I was wrong. I try not to say that too often (just ask my family), but it’s a certainty here. I was wrong. (more…)
— and they’re non-negotiable, folks!
(My most read article–I try to republish it at least once each year.)
Leaders, new and old, sometimes lose sight of the most fundamental tenets of leadership. Here’s a reminder…
I frequently tell executives that leadership – its concepts, theory, and core applications – haven’t changed in a millennium. Some our demographics may have changed, forcing us to use alternative applications of those concepts, but the basic concepts and theory remain.
So, why don’t we “just do it?” Sometimes we aren’t motivated; sometimes the “time” just doesn’t seem right. Maybe we simply forgot some of the basics… hence this article.
I use the following rules for both new managers/leaders, as well as for any level of leadership when taking on a new role – some good things to not forget… So, here goes…
I was the King of Malicious Compliance, and I wore the crown proudly.
Not familiar with the term? It’s a kind of organizational sabotage where the demise of the organization’s leader is the goal.
- I’ve been known to rigidly comply with an instruction in a way that I knew would cause embarrassment for the instruction giver. (Ask me about my M&M watch sometime.)
- Knowing I had the answer, I might deliberately withhold my contribution in a discussion unless asked a direct question.
- I could adhere strictly to office hours – just the arrival and departure times, of course – while spending the intervening hours in decidedly unproductive ways.
- Even worse, I might do something I knew was counterproductive, just “because you told me to.”
And I was pretty effective, because malicious compliance is contagious.
“Leadership is about influence and inspiration.” – Everyone who knows anything
Who has the most influence on the mood in your workplace?
If you’re part of the leadership – formal or informal – you do. Especially if your mood reveals your anxieties and worries about the business or your lack of compassion for those struggling to meet your expectations.
Another year in the books (or the cloud, or wherever we store history these days). In 2015, we worked with executives in oil and gas (up/mid/down-stream), healthcare, construction, contact centers, financial and more, and we’ve helped them become better leaders who developed more leaders. Along the way, we had the privilege to help their organizations grow, transform and improve, and in doing so, we saw some noteworthy trends we thought we’d share with you. If any of these sound familiar, learn vicariously from the collective and use this as a catalyst for improvement. (more…)
There’s been a lot of clamor lately about companies wasting their leadership development dollars. Many do, but that doesn’t mean leadership development is a waste of money. The simple truth is: if you’re not getting the bang for your buck, it’s because you’re doing it wrong. (more…)