Keeping Leadership Honest Avoid Manipulation

Keeping Leadership Honest Avoid Manipulation

Leadership Development Requires Knowing Your Style and How to Use It

Each new leaders is faced with how best to integrate their style of leadership into the business unit they will lead. At the outset, the new leader needs to understand the leadership style employed by their predecessor. This understanding is not to promote adapting to the previous style but to be aware of how it worked for the business unit and how people re-acted to it. This allow the new leader to integrate more effectively.

“Take into consideration your culture, leadership style, processes (or lack of them) and especially the human element. Look at an external benchmark, but develop an internal baseline that works for the ENTIRE organization, ...Organizations demand a lot from leaders.

Finding the quickest and most effective way to do anything is of extreme value. Where things go off the rails is when the quickest turns into a destructive shortcut. The idea of making something repeatable causes us to look at the superficial aspects without fully understanding the context and underlying contributing factors that led to the initial success we are looking to replicate. When this happens, facilitation ceases to exist and something else takes its place. Manipulation.”

To avoid missteps it is critical to really understand the culture of the organization or business unit being lead. As a results orientation is usually the immediate priority, any changes to the current culture must evolve slowly so people have time to adjust.

Remember that “collaboration” is a core competency of high-performance organizations. You can not instill the collaborative team spirit, or maintain it, without out gaining an in-depth knowledge of how it operates in the current environment today.  This will take time and energy to build relationships and observe and understand the dynamics at play. This understanding will help the new leader to apply their leadership style in a way that continues to support the collaboration mechanisms at play, or to begin to build a more productive collaboration model.

This is a key element of both leadership development and management skills for high-performance organizations.

 
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