The actions that Leaders display, are not necessarily what Leadership is. I think the best way to unpack this phenomenon is to use another sticky subject to illustrate; LOVE. It can be said that what love does, is not what it is.
Lets face it, in order for any of us to grow or duplicate our services, products or offerings we will have to work with, train and empower people.
While the organization is small and relational interaction is close and transparent, accountability seems more organic and the likelihood of a rogue leader is low.
But expansion and multiplication demands more leaders with more power and when a leader goes rogue; displaying unwanted behavior or heading in the wrong direction – it is time to step in.
From a single person to group sizes of over 1000 people, the ideal number of people in any group is becoming quite a science. After some research I have discovered that not only are there some serious thinkers spending quite a bit of time developing this idea, but these thought processes about group sizes have been around in the military for 100’s of years. One thing is certain, adjusting the number of people in a group size, directly impacts the group’s cohesion and performance. How many people are in your groups?
I want to introduce you to some friends of mine from South Africa. Their names are Nick & Heather Costaras (Greek). Heather had an idea to help 10 rural black women in impoverished Kwa-Zulu Natal – South Africa, become entrepreneurs, business owners and have a healthy self image. It burned in her like fire.
It is an amazing idea called Tapestry of Dreams!!!!
Leading with your Strengths can look a number of different ways, but here are three central ideas to Leading with your Strengths:
- What Leading with your Strengths does.
- What leading with your Strengths is not.
- What you have to have in order to Lead with your Strengths.
Strong leadership can sometimes be detrimental to the people in an organization.
As leaders we are often approached to correct a problem, a knot in the system. The challenge is to see beyond the visible issue to the cause and not be seduced by the symptom into relinquishing or abandoning the vision.
Consultants like myself are often hired to bring in some magical potion that will help improve co-worker relationships for the sake of faster or less conflicted production. Sometimes that is precisely the wrong thing to do.
This last week I had the privilege of producing a reality TV program about marriage and relationships. We planned for a year and executed it in 3 days and to call it organized chaos is a gross understatement.
It was globally accepted at one stage that the world was flat. That it was possible to sail off the edge of it into oblivion and unprecedented danger. All the unexplained of the sea, was thrown into the cauldron of the ‘edge of the world’. All the danger and unexplained mysteries, sea monsters and certain destruction, was bundled up into that place. Allowing the threat of ‘word-of-mouth’ dragons to obstruct your intentions is not a healthy way to lead.