Real Leaders are willing to STAND Alone
Real leaders know that they can’t fight every battle.
But their values are crystal clear long before they are faced with critical decisions.
So when a situation demands it they don’t hide, cower or flock…
Against: Wasting time and resources
For: Efficiency, effectiveness and growth
Against: Treating humans like disposable toothpaste tubes
Against: Manipulators that seek to serve themselves
Those who to stand, risk being:
But their commitment to a greater good drives them to lead in an uncommon way.
They are the leaders that inspire generations.
Real leaders are like eagles, they don’t flock… You find them one at a time.
For years I’ve been asking executives and hiring managers what their biggest challenge is. At least 90% of the time I get the same answer: “People.” That comment is quickly followed by an explanation about how hard it is to find enough qualified and caring people to do the work.
It is interesting to note that some titled leaders are so desperate for people that they hire anyone that can “fog a mirror” which often results in skill gaps and behavioral issues that can damage their culture and reputation and stunt their growth.
Other titled leaders hold so tightly to a specific checklist of requirements that they miss hiring a stronger applicant that has the passion, drive and emotional intelligence to take their department and organization to the next level.
Often their decision to wait a long time to fill a needed position adds stress to their teams, and doesn’t guarantee a cultural fit, the drive or the fresh perspective that instigate growth.
If your organization is struggling to find smart, caring, committed people that will improve your culture, your service and your reputation then consider this.
Several years ago I had a long but fun job interview. In that interview I was honest with my prospective employer about my strengths, my passions and my need to be challenged.
I pointed to my historical pattern of two years of achieving in a role, before I got bored and needed to learn something new and needed to make a greater difference. (Which usually meant I moved on…)
The interviewer smiled and nodded and shared that he had the same problem. …Until he came to work in this company…
He had my attention.
I had his attention.
And I got the job.
What happens when your executives lie?
What happens when your mid-level leaders lie?
What happens when your employees lie?
October 16th is Boss’s Day.
When I think of Boss’s Day I think of the bosses I’ve had, the bosses I’ve seen and the boss I’ve been. I think of the skills I admired and echoed. I think of the skills I could see that were buried under layers of self-discipline issues and integrity challenges. I think of the good, the bad and the ugly:
- The boss that was in his late 40’s, that would have temper tantrums like a two-year old when things did not go well. (Stomping feet, throwing things, and completely consumed with blaming someone instead of problem solving.)
- The boss that was kind, fun, supportive, and late for everything!
- A different boss that realized in a training that her constant tardiness felt like a slap in the face to many of her employees and they were questioning her integrity. (Her discovery was profound and behavior-altering!)
- The boss that listened first to understand, then evaluated if the team had the tools,training and support to do their job before determining how to handle poor performance. (Building trust and a strong organization!)