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Getting beyond the BS of leadership literature
Separating good from bad actions
Dividing leaders and their actions into "good" and "bad" oversimplifies a more complex reality of human behavior. People act differently depending on their circumstances and the various roles they play. For example, leaders may behave differently with their families than they do at work.
Achieving important objectives require behavior that is different from a leader's inherent traits. The lack of these attitudes cannot be used as an excuse. Certain behaviors and skills can be learned.
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Key Ideas
Inspiration alone is not enough
Just as leaders who deliver only performance may do so at a cost that the organization is unwilling to bear, those who focus only on inspiration may find that they motivate the masses but a...
Inspiring leaders
The leaders that inspire are those who use a personal combination of strengths to motivate individuals and teams to take on bold missions and to hold them accountable for results.
And they unlock higher performance through empowerment, not thorough command and control.
Becoming an Inspiring Leader
- You only need centeredness: a state of mindfulness that enables leaders to remain calm under stress, empathize, listen deeply, and remain present.
- Your key strength has to match how your organization creates value.
- You have to behave differently if you want your employees to do so.
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Key Ideas
Authentic Leaders
They are people of the highest integrity, committed to building enduring organizations. They have a deep sense of purpose and self-discipline, are true to their core values, dare to build th...
Character, Not Style
Leadership has to do with who we are as human beings and the forces that shaped us. Style is the outward manifestation of one’s authentic leadership.
Authentic leaders must adapt their styles to fit the situation and capabilities of their teammates.
Real And Genuine
You can’t pretend to be an authentic leader for long because people will eventually sense the lack of authenticity, and ultimately you will not gain the trust of your teammates.
If you are real and genuine people will see you as trustworthy and willing to learn, they will respond positively to requests for help in getting through difficult times.
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Key Ideas
Leadership Development
Leadership development is viewed as a current and future priority. Despite efforts to produce and nurture new leaders, only 7 percent of senior managers think that their companies develop global le...
Overlooking context
Many training initiatives assume that the same group of skills or leadership styles are suitable without considering the strategy or organizational culture of a company.
An excellent leader in one situation does not necessarily perform well in another. Focusing on context means equipping leaders with two or three competencies that will make a distinction to performance, rather than a list of leadership standards that is of no specific benefit.
Separate reflection from real work
Companies face a challenge when it comes to planning the program's curriculum. Adults typically retain only 10 percent of what they hear in classroom lectures, but nearly two-thirds when they learn by doing.
The answer seems straightforward: tie leadership development to real on-the-job projects. While it is not easy to create opportunities that simultaneously address high-priority needs, companies should strive to make every major business project a leadership-development opportunity as well.