A Thin Line Separates Leaders from Followers


“As I discussed options for resolving a major issue, I realized that my team was divided,” a manager said to me.

“What is your position?” I asked.

“I have an idea but I’m not too confident.  I’m sure the vocal members of my team oppose my view.”

“Have you clearly stated your position?”

“Probably not. At this point, I guess I’m inclined to go along with the strong voices on my team.”

Should leaders listen to their team members?  Yes.  Should leaders voice their positions?  Yes.  Should leaders persuade and be persuaded?  Yes.

Then how do leaders handle divisions created by muscular voices promoting contradictory solutions?  This dilemma, I believe, is the thin line between leading boldly and following aggressively.  Persons in leadership positions who simply strive to get in front of a parade are not leaders.

When facing critical issues, often more complicated than the tax code, real leaders birth their own vision and create their own parade.  They may observe, listen, consume data, consider several alternatives–even encounter multiple failures—but their passion, regardless of obstacles, promotes their unique dream.

Leaders who are blessed with insight plus high moral and ethical standards lead us to greatness.  Leadership that is absent of moral and ethical standards take us down a rabbit hole.

 

How to Survive an Inept Boss


As Samuel described his former leader, “He just didn’t know what he is doing.  He trusted no one and tried to control everything.”

“How did you handle it?” I asked.

“I focused on doing my job well.  I did not want to give him any basis for criticizing my work.”

“Did employees complain about the leader?”

“Absolutely, constantly.  I listened but did not offer advice.

“Did you have a candid conversation with your manager about how he could improve?”

“I didn’t even try.  I knew he wouldn’t listen.”

“Did you go around your manager to talk to higher ups?”

“I did not.  I assumed they knew.  And if they didn’t know, I don’t think they would have listened to me.”

“Why didn’t you quit?”

“I liked my job.  I liked the company and I had bills to pay.”

The employee further explained that he would often help others with their work challenges, and many started coming to him with their questions.  In spite of their frustrations, the team performed fairly well.

Efforts by employees to “fix” an inept leader’s faults rarely work.  While quitting is always an option, a better initial strategy may be to continue performing well and help others.