Where Leadership Begins

 It’s a simple fact that leadership begins in your own head. It starts with the attitude you take toward yourself and the people around you.

How do you think of yourself? Do you see yourself as someone who tells people what to do and sees that they do it? Or do you think of yourself as a person who helps other people do a better job; who tries to get the greatest benefit out of your combined brains and abilities?

And how about the people who work for you?

Do you think of them as really wanting to do good work, provided of course, that you keep them interested and motivated? Or do you think of them as people who have to be watched carefully and forced to do a good job? Managers who think people have to be made to do a good job, who simply tell people what to do and see that they do it, will never become leaders. They will be nothing more than pushers. The best pushers can reasonably hope for is compliance—passive obedience to orders. If they get more than that, they’re lucky—it happens in spite of them, not because of them. Now some people can be good at this. It’s what makes them a good, maybe even a great manager in the eyes of an organization. But that’s as far as they will go in their careers. When upper management looks to promote someone they will be passed up. Oh sure, they get the work done, they follow procedures, their staff produces good results. Many organizations need managers just like that to keep everything running smoothly. But what about you? Where do you want to go with your career?

Real leaders have to have faith in people. They have to believe that people really want to do good work. Instead of merely pushing harder, they try to discover what the obstacle is and eliminate it. Leaders think of themselves as helping other people do better work. I believe people generally want to do good work and will if they are given the opportunity. Think of the people you manage or “lead”. What obstacles are in their way from making them succeed? If these are obstacles you can eliminate then it is your job to do that. If an employee lacks the knowledge to take on a task that you have knowledge of, then you are the one who needs to give them that knowledge. Too many leaders are afraid to have their subordinates know what they know because the employee might take their job. If you are good at what you do you won’t have to worry about that. Think how easy your job can be if your employees are educated. Think about your own career. Are you holding yourself back because no one can take your place? You don’t get promoted because of that. As you move up in your organization they will look for people who can lead and are self motivating. If you think you’re going to move up into a higher level management position and just manage you won’t be their very long. Believe me.

Did you ever see anyone try to push a horse? That person probably didn’t get very far—and also took a grave risk of getting kicked in the bargain. If you want to move a horse, the sensible was is to lead, not push. When you lead people they have a greater respect for you. You not only establish a good reputation and are well respected but when you lead people they know you want to bring them along the way with you. 

Supervisors who want the best out of people have to lead, not push. It’s harder to do, and it takes a lot more skill. But it’s worth the effort. Next time you’re tempted to push—back off and take another look at the situation. Obviously your job as a manager is to get work done through others. Leading people is part of your job as a manager. You get the work done and accomplish the company objectives.

Try leading instead

For more on leadership click the Performance Management link