In a Simon Sinek video broadcast on social media, he brought to light that leadership is not a role which you finally arrive at and then expect the demands to be reduced. It is actually the complete opposite. It was referenced to the concept of becoming a parent. Once you consider becoming a parent you are making a promise – a lifetime commitment to be there in all types of supportive roles with the children you are responsible for going forward. Granted there will be varying level of demand based on their age but for all intensive purpose, you have 7/24/365 day responsibilities for their upbringing, safety, health etc.
It all appears very logical when it comes to human life and the parenting of children, but your business is just another form of a child. It has real needs. It falls and needs attention. It grows and celebrations take place. Even when in the parenting of children, you engage additional resources in the process of helping such a grandparents, nanny’s, teachers, and the like, ultimately you as the parent/business leader are completely accountable for the outcome.
I have witnessed an interesting phenomenon recently with newer leaders. As they were groomed for the role of leadership, they we primarily developed or invested into for hard skills – the technical aspects of the contribution. Then they are placed into a role of leadership to lead a team and expected to just know the humanistic side of the role. This is predominantly true in smaller business where financial and time resources are at a premium. When things begin to slide sideways, the reaction does not typically go very smoothly. The role of leader evolves rather quickly into role of dictator spewing requests and requirements at the team which moments earlier they were leading and are not directing.
Much like parents, there is no one absolute correct way or manual on how to be the best parent or leader. So, with that key understanding, as the primary business leader, it is your responsibility, and you need to hold yourself accountable to the growth and development of those leaders on your team. Not just the technical aspects of their contribution role such a financial, sales, operations etc. but how they are gelled together into a team.
To assist in your leadership efforts, you need a behavioral and decision-making compass. This compass needs to be available 7/24/365 days. It needs to be a product of the leadership team’s energy and efforts to define the points on the compass, so the path and direction are in harmony. Your compass needs to contain a “Purpose,” a “Vision,” 3 to 4 “Core Values,” “Principle Statements” to support your values and the understanding and appreciation for the “Passion” behind the best outcomes for the organization. The strategic deliverables fall in line with the end results and narrow in to keep distractions minimized. Although it is not a complete manual on how to raise the best business child, it does keep the entire leadership team and all the staff in the organization aligned to a set of expectations by which positive, productive results can and will happen.
This week, reanalyze your role as a leader. Are you committed and are you keeping your promise to be the leader the organization needs you to be? Are you ready to be available 7/24/365 if needed for an emergency but more importantly developing your future leaders with that time so they too can develop their future replacement in leadership roles?
Looking for a system to grow leaders in your organization to be more than operational traffic cops? Moving work activity through the company but not bring the best out in your team? Give JKL Associates a call in MI at (313) 527-7945 or in FL at (407) 984-7246.