“The best executive is the one who has sense enough to pick good people to do what he wants done, and self-restraint to keep from meddling with them while they do it.”

― Theodore Roosevelt

 

It’s time to just grow up and be a LEADER!

Of course you can’t always have the right answers. There is a word for this, its starts with Narc – and ends with Cist – figure it out smart guy! NOT GOOD! Your command and control style may have worked well in the military – but it will not encourage anyone to follow you into battle and won’t be inspiring I can assure you. Managers and leaders are often referred to synonymously – WRONG! Level 5 leadership is Jim Collins’ term for the leadership demonstrated by leaders of what he defines as “”great”” companies, those that have gone from “”good”” to “”great.”” The previously good companies had to be led to greatness; they were not just born into greatness.

See good-to-great for more information.

Collins says that these leaders:

1. Creates superb results, a clear catalyst in the transition from good to great.
2. Demonstrates an unwavering resolve to do whatever must be done to produce the best long-term results, no matter how difficult.
3. Sets the standard of building an enduring great company; will settle for nothing less.
4. Looks in the mirror, not out the window, to apportion responsibility for poor results, never blaming other people, external factors, or bad luck.

That they absolutely posses:

1. Demonstrates a compelling modesty, shunning public adulation; never boastful.
2. Acts with quiet, calm determination; relies principally on inspired standards, not inspiring charisma, to motivate.
3. Channels ambition into the company, not the self; sets up successors for even greater success in the next generation.
4. Looks out the window, not in the mirror, to apportion credit for the success of the company-to other people, external factors, and good luck.

Only leaders allow their employees to solve problems with their own insight. The truth of the matter is this: Every leader may not be a manager, but every manager MUST be a leader. It’s easy to see that leadership and management is not the same thing, but a manager who lacks effective leadership traits will drive a business into the ground FAST – ask any VC who has had to make changes in a portfolio company leadership team. Change does not happen overnight when it comes to transforming managers into leaders. It takes time and energy to improve the way you manage and utilize more leadership characteristics on a daily basis. Lets break it down – because of course it’s pretty simple.

1. Managers “ tell “ and give answers, leaders ask questions and provide insight. There’s nothing more certain to turn your people against you faster than shouting orders at them. Why not spare yourself the impending resentment and simply ask this: “What would you do?” or “What do you think of this idea?” Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed, it also inspires creativity, motivation, autonomy and yes collaboration.

2. Managers criticize mistakes, leaders call attention to mistakes and address them indirectly It may seem more efficient to point out mistakes directly, ITS NOT – this will only leave people questioning heir own abilities, feeling embarrassed, frustrated, confused, and resentful.  Wouldn’t you rather be giving them the chance to learn and grow? Give your people chance to provide their input, while also improving for the future.

3. Managers forget to praise, leaders recognize growth and improvement. Praise means something, don’t get caught up in the always being critical – perfectionist trap! Finding time to recognize your people for even the smallest accomplishment will only increase their interest in what they do.  Regular feedback and recognition is certain to do the trick. Everyone wants to be genuinely appreciated for his or her efforts. Even you!

4. Managers focus on the bad; leaders “ lead with “ the good. This really comes down to seeing the cup half empty or half full. If you are the person who is only willing to point out the flaws of a project or a certain resource, then you’re not giving people much interest in learning. Try this – start with some form of praise, follow with the criticism r observation, and end with praise, it makes the discussion more palatable and means more.

5. Managers want credit; leaders give credit to their teams. Managers who lack leadership ability are always first to take credit, “ it was my idea “ – sound familiar – TOO Bad – GET HELP!  But TRUE leaders understand the importance of crediting their teams for the wins. This pays off BIG in the long run and creates a more positive company culture and people who care – and are driven toward more collaboration and sharing the WIN. Remember – management is not a force to be reckoned with – but is an influence.

C’mon – be a leader – NOT a Micromanager who has to be involved in every decision and process, you will never grow if you don’t and you will probably be replaced sooner than later!