One step further for an ambitious organisation will be to check their realities and find something that can challenge the current noise created not only by the constant failures in so-called ‘’change initiatives’’, but actually to encourage their leaders to work on their skills and behaviours based on a scalable approach.
It is scary to see that employees have low level of trust and therefore lose confidence in leadership, one of the main issues being the solutions that are offered on the market.
A recent estimated $14-50 billion is spent every year in US, and roughly I can say than some millions are spent here on our market, in leadership development, with minor impact.
I was recently asked by a reporter, to comment on a program, franchised based, which promised lots of results, many unrealistic, of course, it is still hard for me to keep my opinions about those promises, however I can easily see the danger for the ones that buy into those.
What are some possible causes for this context? Given the severe lack of trust up-mentioned, among employees, professionals who select the solutions are seduced by the nice designed models and frameworks, that paint the leader in a nice way, pretty much like the fashion industry is doing with good looking models.
Reality is not included, the power games, ego-centrism, hiding truths, lack of ethics, this is never part of any of those nice packed pain alleviating proposals, because simple put, they can scare anybody.
Another thing that is misused is the classical follow-up, which is given with grace to some coaches that fight the realities, after the prescribed model was given, facing resistance and coaching actually something that can be far from what is there.
I know that I may sound very critical, take a moment and look into your career and see what was more effective, a model that you are respecting even now, or something that you learned about yourself, that is currently shaping your career.
So what is my approach? First I encourage leaders that I work with to receive feedback from others and work on their behaviours first, understand and accept who they are and than engage in shaping others. Click to Tweet
I would argue that is contra-intuitive to work with you, because as a manager and new leader you are asked to provide results with your team, but stop for a moment and ask yourself this: How much do I like myself NOW?
Than take a piece of paper and draw your leader profile the way you feel it, show it to your team and based on the feedback act on it.
The new VUCA world that all leaders face today requires ambiguity in approaches and letting go any kind of ego driven about what you may deserve because of your education, diplomas or own views.
What matters is one thing only: results delivered with your team and your capacity to navigate, the rest will fade away…