Creating Tomorrow

Dear Friends,

My personal main motivation for delving more deeply into the theoretical and practical implications of what is - or isn’t - good leadership is based on my own experience in the service industry. Being very client-focussed, I often experienced situations of what I felt to be an externalized follow-the-client form of (non-)leadership. That’s why I was especially curious about Corey Blake’s article called “The Absence of Leadership“ on EDGE! A Leadership Story.

I totally concur with the fact that people within an organization recognize the symptoms without necessarily being able to pull the pieces of the puzzle together to comprehend the Big Picture - and find an effective solution. Employees and managers alike gasp in horror as they witness the signs of deterioration within: demotivation, high staff turnover, less-than-brilliant ideas, less-than-ambitious work output, a negative ‘buzz’ in the marketplace.

Corey discusses what often happens next in this type of scenario:

Not understanding the root of the problem, people set out to put band-aids on all of the wounds, hoping that a bit of neosporin and a bandage will stop the bleeding. This kind of environment is a dangerous one, where often the remedies attempted can sicken the structure, worsen the disease, and kill the body more quickly.

1. In my experience people (not only those in key positions) need a clear cut understanding of the leadership culture in their organization. This goes beyond the traits of a possible charismatic leadership personality - who may or may not be at the helm in 3, 5, or 10 years time - to envelop both the tangible and intangible aspects of the organization and its own sense of self.
2. In addition, people need an opportunity to buy into - and co-own - the overall mission leadership has defined. This isn’t about job titles or delegation. It’s about understanding how my contribution helps achieve a goal - and knowing that that contribution is recognized and valued.
3. Last not least, people need encouragement, space and support in preparing them to actively contribute to the ever-evolving leadership culture. This is true whether their role as ‘leaders’ will impact a single team or the organisation as a whole.

Trina