These Three Attitudes Undermine Clarity

by: Eric Geiger

0

Tweet

Wise leaders long for their teams to be filled with people who assume the posture and attitude of servant, steward, equipper, and executor. As a result, the whole team benefits and the whole organization/ministry is healthier. But what postures do leaders not want and not need on their teams? Surely there are a plethora of answers but here are three of the most common postures on a leadership team that hamper the effectiveness of the team.

1. Consultant

I am grateful for consultants. I have even served as a consultant. I believe consultants can provide incredible value to an organization. There are times when outside eyes are beneficial, when someone who can diagnose problems without being too close to the work is very helpful. Consultants are there to give wisdom, but they are not there to own the execution and implementation. Thus, when someone on a leadership team takes the posture of a consultant, the person delves out advice without being connected to the execution. When people want to advise without owning, they give the perception that are not fully committed. People on a leadership team who assume the posture of an internal consultant often have great ideas for everyone else’s area of responsibility and don’t dive deeply into their own.

2. Senator

I am grateful for senators. I have voted for senators and have even enjoyed a friendship with one. But I don’t want someone on a leadership team assuming the role of “senator.” Someone who assumes the posture of “senator” represents “their constituency” to the leadership team. The worst-case scenario is a team of senators representing departments or divisions that are moving in different directions. Instead of the team being aligned, the team acts often against one another. When a leadership team fails to commit to a shared vision and shared values, departments often have conflicting goals and plans.

3. Critic

I am grateful for critics. Ahhh, actually that is not true; I am most often not. I am deeply thankful for feedback from people I trust and respect who love me and the mission. Leaders should never be above feedback. But criticism and feedback are deeply different from one another. While the goal of feedback is to build up, the goal of criticism is often to tear down. Leaders are going to face criticism, but no wise leader wants to spend money on salaries to get it.

The best way for leaders to not foster a posture of consultant, senator, or critic on their teams is to not be those themselves. Leaders who are critical of others will attract critical people. Leaders who philosophize without executing will attract those who are allergic to getting things done. Leaders who fail to lead with overarching vision and direction will create an environment that lacks clarity.

> Read more from Eric.

Let’s talk! Connect with an Auxano Navigator.

Tags: Clarity, Leadership Effectiveness, team clarity, team dynamics

| What is MyVisionRoom? > | Back to Leadership >

How to Check For Blind Spots

by: Eric Geiger

1

Tweet

One of my mentors, Brad Waggoner, has regularly quipped, “Most people struggle with self-awareness, so why would I think I am somehow different from everyone else?” He is right. Everyone struggles with self-awareness to a degree, and we are foolish if we think we are immune. Our lack of self-awareness in life and leadership is often referred to as our blind spots. I have been leading other leaders for a long time, watching them interact with their teams and with the team they serve on, and I’ve seen three common blind spots in leaders:

1. Many leaders talk longer than they realize.

Many leaders talk longer than they think they do. They can easily dominate meetings because of their convictions, their ideas, and the sheer amount of work to report. But by over-talking in meetings, leaders can unintentionally stifle the team. One practical way to combat the temptation to talk too much is to set a time for yourself and hold yourself accountable not to cross it.

2. Many leaders sound harsher than they mean.

Because leaders can underestimate the power of their position, they can sound harsher than they realize. Every word from the mouth of a leader is received with amplified impact, so leaders who bring sharp critiques to their teams must do so very carefully. If the leader thinks the rebuke is a “5,” the people likely hear it as an “8.” Wise leaders steward their words very carefully.

3. Many leaders change direction more than they know.

Leaders are often about new ideas, change, and vision. Because of that, leaders can err by constantly bringing new direction to the team. The team can sometimes feel as if they have yet to execute properly the last batch of ideas or see the fruit of the last direction before a leader brings a new direction. Effective leaders know that consistent direction over time is far better than constantly shifting the direction of the team.

Of course, there are other common blind spots, but these three can easily hamper a leader’s effectiveness. Blind spots can’t be corrected if the leader doesn’t know they exist. For blind spots to be corrected in a leader’s life, the leader must be in community and humbly listen to others whom the leader trusts.

> Read more from Eric.

Tags: Blind Spot, Eric Geiger, Leadership Effectiveness

| What is MyVisionRoom? > | Back to Leadership >