Who is Leading Who?

One of the main responsibilities of a leader is to fire their people! Not actually fire them but fire them up. 

 

Fire them up as in motivate them, challenge them, coach them, help them grow and help them succeed, again and again. If you’re in a leadership position and you’re not doing those things on a daily basis then you are simply not leading. 

 

If you’re in a leadership position and you’re not actually leading then you’re hurting the people you’re supposed to be helping. You’re also not helping the organization that has placed you into that leadership position and provided you with the opportunity to lead. 

 

Don’t make the mistake of assuming that your position makes you a leader. The only thing, the one and only thing that makes you a leader is leading. If you find yourself in a leadership position while lacking the skills required to truly lead then it is YOUR responsibility to seek out the help and training that you need to be a successful leader. 

 

Don’t wait for someone else to make you a leader, don’t expect the help you need to come to you. If you’re going to lead others then you must first lead yourself so lead yourself to the coaching you need to become a true leader.

 

If you’re following someone in a leadership position who lacks the skills to lead then you have three choices. 

 

You could just complain about it. You could point out their failings at every opportunity and become a drag on the entire organization. I’ve done that and it didn’t really work out well for anyone, especially me. 

 

You could, and should, attempt to lead up. By that I mean help fill the gaps of the person who is supposed to be leading you. You’ve no doubt already identified those gaps so try to use your own strengths to minimize the challenges those gaps cause within your company or organization. 

 

I’ll warn you that you may not get the recognition you deserve for leading up. Some people in your organization might even call you a suck up or worse. Even the person who is supposed to be leading you may be a bit leery about your motives but you’ll be doing the right thing. I can say with a high degree of certainty that doing the right thing will eventually pay off; it might take longer than you want but you can’t go wrong by doing right. 

 

The third option you have is to flee. Just leave, go find employment elsewhere. This is not as good an option as it may seem. While you left a problem behind you have no guarantee that you’re not just walking into another one. You also slow your own development by just leaving when the going gets a little tough. 

 

You may get lucky and join an organization that provides you with a true leader who works hard to develop and mentor you. If that’s the case then you’ve truly struck gold. The problem I have is with the luck part; I simply don’t like depending on luck for my success. 

 

I think most successful people would tell you that they made their success, they didn’t just luck into it. 

 

So I’ve written a bit here to leaders and the people who would follow them. I also want to say something to a third group. That would be the folks who put people who can’t lead into leadership positions. 

 

The truth is most organizations were able to “get away” with that for a long time. There used to be plenty of followers to go around and if an organization lost a few here and there they just plugged in some new people. 

 

Not anymore!

 

One of the key considerations an organization must make these days is who is leading who. If you have good young talent being led by a non-leader in a leadership position that good young talent will leave. That’s not a guess, that’s not a maybe, they will be gone, period. And they are getting harder to replace by the day. 

 

Whether you’re in Human Relations or another senior position within your organization, if you’re responsible for placing people into leadership positions then you better make sure you’re putting actual leaders into those positions. 

 

There is almost no bigger waste in business today than giving a bright, motivated potential superstar in your organization to a person in a leadership position who lacks the ability to help that bright, motivated individual achieve success.

 

There will always be some leaders who are better than others. You need to be certain that your best people are being led by your best leaders. That’s the reality of the business world in which we live today; no organization can afford to have their top people led by people who are not leaders.


You may want to consider dealing with it before it’s dealt with for you. 


When Your Boss is a Micro-Manager

There are many challenges associated with working for a micro-manager. When you work for a micro-manager it makes it much more difficult for you to learn the skills needed to succeed. It makes it far more of a struggle to develop your instincts and judgment, two traits that will be required for you to make sound decisions as a future leader. Working for a micro-manager can make you hesitant and kill your self-confidence.

There are two main reasons people micro-manage. One is that they don’t trust their people. Their lack of trust stems from a lack of self-confidence, they don’t trust that they have put the right people in the right places. If they can’t trust themselves they most certainly can’t trust anyone else.

The other reason people micro-manage is a true, pure love for the business or organization. They want and need to be involved, they enjoy being involved. They are passionate about all aspects of the operation and they just want… no they need, everything to be right. If anything, perhaps they “over-care.” They mean no harm and they just don’t understand that they are in a way stealing your “ego food.”

Either way there are truly a ton of issues when it comes to working for a micro-manager. It just isn’t the best situation to be in.

But so what?

None of those issues, not a one of them, should be used as an excuse to not try. Doing nothing and then blaming a micro-manager for YOUR lack of productivity is on you, not the micro-manager. There is not a micro-manager in the world who can prevent you from taking action. They cannot prevent you from making decisions. They can’t stop you from thinking and being creative. They can’t steal your self-confidence …. unless you allow it. 

They can overrule anything and everything you do but you can keep trying. You can stay positive, you can press on. The best, most productive method for working with a micro-manager is to lead up. Lead up by making good decisions, being proactive, leading yourself well and making a choice to maintain control over your attitude and confidence level. 

Making good decisions, being proactive, and displaying a bit of confidence will all contribute to earning the trust of even the most micro of micro-managers. Unless your boss is a complete wacko you’ll earn not only the trust of your boss but a little more room to grow as well.

If your boss is the second type of micro-manager then share in their passion, engage and connect. Show your own passion for the organization, help them build the business and fill the leadership gaps created by the growth. Don’t expect a micro-manager to give you room to grow but don’t be surprised when they let you make your own room.

There are plenty of opportunities to thrive under a micro-manager so long as you don’t use being micro-managed as an excuse to sit on your hands and pout. Micro-managers don’t manage your attitude, you are always responsible for that.

If you’re blaming a micro-manager for your lack of growth then you had best take a look in the mirror because it’s likely your bigger problem is the one staring back at you. You may not like hearing that but you need to come to grips with it if you hope to succeed in the future.

By the way, if you do have the misfortune of working for a person who simply will never give you the opportunity to grow then you must stop complaining and lead yourself to better employment. That too is a choice only you can make!

 

Can You Lead You?

Before you can lead anyone else you must be able to lead yourself. Before you can lead up you must lead yourself exceptionally well.

Leading “up” simply means extending your influence to those above you in your organization. When you lead up you have much greater impact on your organization than your position might suggest. Your influence comes not from your title or position, it comes from the value that you bring to the entire organization. 

To lead yourself exceptionally well and earn the opportunity to lead up in your organization you must first learn to control your attitude. Your attitude is entirely your choice. If you don’t fully believe that then you have surrendered one of life’s greatest assets to the whims of other people’s moods and “stuff” over which you have no control. 

Yes, your attitude, or your positive attitude, can be one of your greatest assets. Your attitude shapes almost every decision you make. It can either add to or subtract from the ability you have to tackle the tough jobs required to lead up.

While you may not be able to control all the events of your day and you certainly can’t control the attitude of other people, you DO have COMPLETE control over YOUR attitude. 

To lead up you must learn to control your calendar. You must be able to say no to the often unimportant urgent things so you can focus on the truly important value adding activities where you can make a difference for the organization.

You must realize as a person looking to extend their influence that your words matter. As your influence within an organization grows your words will carry more weight. As you work to earn the opportunity to lead up you will need to choose your words with care because your credibility is fragile and the wrong word at the wrong time can damage it. 

If you’re going to lead yourself exceptionally well you must develop the discipline to think BEFORE you talk. Great leaders know that there is no way to “unsay” something that has been said and even worse, there is no way to “unhear” what has been heard. 

Think of it like this: if your words aren’t adding value to a conversation then what are they adding?

To lead yourself exceptionally well you must find balance in your life. You must lead your life according to your core values and goals. Your core values and goals are what allow you to set priorities in all areas of your life. Knowing, truly knowing, your core values and setting goals around them, allows you to make balanced decisions that reflect who you really are.

It will look to other people as if you “walk you talk,” it will look that way because you will be walking your talk. You might be able to fool some people for a while but when attempting to lead up, frauds are discovered pretty quickly. 

To lead yourself and to lead up, know who you are, know what you stand for and work everyday to be true to yourself. 

 

How Easy Are You to Lead?

I speak and write often about the concept of 360 Leadership. The idea of 360 Leadership is simple; you can lead today, right from where you’re at in your organization. It doesn’t require a raise or a promotion or a fancy title, all it requires is a decision that says I will lead today.

360 Leadership means that you lead in all directions – you of course lead those below you on an organizational chart, you lead your peers across from you on an organizational AND you lead above your position on the organizational chart.

It’s the last one, “leading up” in an organization that is tough for many people to grasp. Many people believe it is wrong or even impossible to lead the person above them on an org chart. After all, that person above you is most often your boss and you can’t boss the boss.

Leadership however isn’t about bossing, it is about influencing. You most certainly can influence your boss IF…

I could write for hours on that “IF.” To keep this post from going on forever here’s what it amounts to: to have the opportunity to lead up in your organization two things must happen. You must be a great follower and you must lead yourself very well.

If you want to know how you measure up in those two areas then consider this question: If your company was struggling and needed to let people go would they be looking for ways to keep you or looking for reasons to keep you? If you have the courage to answer truthfully then you’ll know exactly how you’re doing.

There is a world of difference between the two. That difference is almost completely within your control.

When you decide that you want your organization to consider you a “must keep” you’ll see that being a great follower and leading yourself well go hand in hand. You’ll also see why being a 360 leader is the surest way to job security.

360 leaders largely ignore their job descriptions, they do everything listed on it but they also do so much more. They will work alongside their peers to help them succeed. They will “lead up” by helping their leader accomplish more. They will do whatever is asked of them, no matter who asked it. They will do it all with a positive attitude and they will do it because it is the right thing to do.

When you’re a great follower and lead yourself exceptionally well you become easy for leaders above you to lead. When you’re easy to lead your influence grows and it grows in every direction within your organization.

Choose to lead today and your chances for success in your organization and life go way way up!