Blog
What Kind of Leader are You?
November 29th, 2010
If you asked the people you manage: What kind of leader am I? What do you suppose their response would be? Would they claim you to be a great visionary? Would they exclaim how they would follow you to the Arctic Circle—if that’s where you wanted to go? Would they describe you as a fair leader with high expectations for performance, but also a coach, mentor, and trainer that is transforming them to their ultimate potential? Let’s be realistic. That is a high standard to meet—especially from results driven owners and managers. But don’t you think you would be experiencing incredible results if that was the feedback you were getting?
I am currently coaching third grade basketball. At this level, half of the team still has never played organized basketball before. Yet they are expected to be shooting at a 10 ft basket, setting screens, running plays, and shooting free throws like any other basketball player. How good would that team be if all I did was manage the score—or how many shots they took?
If I didn’t spend time coaching them: motivating, showing play styles, critiquing good and bad performance, helping them to discover, reinforcing good behaviors and actions, and watching for gaps in performance, they would never get better or even know that they could.. If I don’t spend time boosting their beliefs in themselves, setting mindset, and boosting attitude, would they get through the tough situations and struggles? If I don’t spend time teaching them how to be better by demonstrating correct techniques and how to play, where would we be as a team?
So why do we choose to ignore those roles in our business?
The reality is that we need to divide our time as leaders proportionally to what our business needs. If you divided your time between supervising, coaching, mentoring, and teaching—a normal result would be to have most of your time supervising. The problem is that most growth occurs with the other areas. Most of your employees want you to be that leader for them. They want you to unlock their potential, not just criticize it.
Decide today what your mix should be and start engaging your people like the leader you should be. You will be rewarded on a daily basis.
Brian Kavicky
Related Posts
Overcoming Call Reluctance
Cold calling is not fun but we have to do it. Here are a few excuses and my feedback on to rethink them.
Read More
No comments yet. Get the conversation started.
Leave a Comment