One of the biggest leadership myths around is the myth about leadership control. If you buy into the control myth then you likely believe that once you have a position of leadership you will also have substantially more control over people, things, and circumstances than you did before.
You might have a little more but not much and not often.
I see new leaders all the time trying to over control people and situations and it’s almost always a mistake. New leaders try to get their people to think like them, to act like them and to do most everything just like them. They try to exercise their “authority” over their people and they end up with compliant people but not committed ones.
New leaders (okay, there are a lot of experienced leaders who think this too) believe their people have to do what they are told in the way that they were told to do it. (by the way, they don’t, they merely have to pretend to) They never even try to get their people committed because they are so fascinated with their newfound ability to make people comply.
They frequently mistake compliance for control. So new leaders tend to make their plans believing that they control much more than they actually do.
German military strategist Helmuth von Moltke said “No battle plan survives contact with the enemy.”
I might add that no business plan survives contact with the competition and no personal plan survives contact with other people.
When your plan meets the real world, the real world wins. Very little goes totally as planned. Errors pile up. Mistaken suppositions come back to bite you. The most brilliant plan loses touch with reality. Because complete leadership control is a myth.
The only thing that a leader can truly control is how they react to the uncontrollable.
When the uncontrollable and unforeseen events happen do you as a leader calm the storm or add to the turbulence? Do you provide hope to the hopeless or are you hopelessly negative? Are you the model of flexibility and perseverance or do you dither in the comfort of your office?
Are you an Authentic Leader or just someone with a fancy title and position?
If you’re an Authentic Leader then stop trying to boss your way to compliance and start showing that you trust, understand, and care about your people enough to earn their commitment. If you’re an Authentic Leader then stop trying to control your people and start encouraging and influencing them to commit.
Controlled people get the job done…barely. Committed people get the job done well, quickly, and completely. People resist control and respond to leadership.
Authentic Leaders don’t buy into the control myth!