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DON’T DO THIS! DO THIS! Leader-follower Leader-leader Take control Give control Give orders Avoid giving orders When you give orders, be confident, unambiguous, and resolute When you do give orders, leave room for questioning Brief Certify Have meetings Have conversations Have a mentor-mentee program Have a mentor-mentor program Focus on technology Focus on people Think short-term Think long-term Want to be missed after you depart Want not to be missed after you depart Have high-repetition, low-quality training Have low-repetition, high-quality training
Limit communications to terse, succinct, formal orders Augment orders with rich, contextual, informal communications Be questioning Be curious Make inefficient processes efficient Eliminate entire steps and processes that don’t add value Increase monitoring and inspection points Reduce monitoring and inspection points Protect information Pass information
Control Find the genetic code for control and rewrite it. Act your way to new thinking. Short, early conversations make efficient work. Use “I intend to …” to turn passive followers into active leaders. Resist the urge to provide solutions. Eliminate top-down monitoring systems. Think out loud (both superiors and subordinates). Embrace the inspectors.
Competence
Take deliberate action. We learn (everywhere, all the time). Don’t brief, certify. Continually and consistently repeat the m...
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Clarity Achieve excellence, don’t just avoid errors. Build trust and take care of your people. Use your legacy for inspiration. Use guiding principles for decision criteria. Use immediate recognition to reinforce desired behaviors. Begin with the e...
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QUESTIONS TO CONSIDER Are you ready to take the first steps toward leader-leader?
Are you ready to take the first steps toward an empowered and engaged workforce? Are you ready to embrace the changes that will unleash the intellectual and creative power of the people you work with? Do you have the stamina for long-term thinking?
QUESTIONS TO CONSIDER Are you limiting your leadership to empowerment? What programs have you instituted to supplement control with competence and clarity? Have you divested yourself of the attitude that you, as a corporate leader, will empower your staff?
