Sharing the spotlight

 

This post originally appeared in The Military Leader. But as every leader knows, leadership is leadership, regardless of where one serves. Most of the posts are not military-specific. This post shares a truth that I have come to appreciate as I have served in various leadership positions, as well as in some high-level following positions, for example on councils and committees. This one is well worth sharing, so please enjoy, learn, and share the spotlight.


Every leadership position comes with its own spotlight. As a leader, you’re the one on stage, you make the decisions, you take responsibility for consequences, everyone is watching and waiting for you to take action. The default expectation is that you will do it on your own and everyone else will follow.

But what happens if you decide not to “do leadership” on your own? What if, instead of spinning inside your own head about what to do next then issuing a decree, you instead brought your team in and asked for their input? What if you said, “Hey guys, here is the situation I’m seeing. This is why it’s important. These are the factors I think are relevant. What am I not seeing? What do you think we should do?”

Would involving them undermine your authority? No.

Would it reveal weakness? No.

Would it take too much time? Not for most of the decisions you face.

On the contrary, when you involve subordinate leaders in the decisions you make, you…

…make them feel valuable and regarded.
…get their buy-in and gain a glimpse of how your impending decision might affect the team.
…reveal their strengths and gaps, which you can note for later development.
…infuse their input, making your decision stronger.
…show them how to lead at the next level.

The notion of the solitary, all-knowing leader is outdated at best. At worst, it is a weak response to the opportunity leaders have to improve the quality of their decisions and develop the team. If leaders can move past the notion that they are the only ones on the stage, the performance will be much better.

mefirst-1


You can read the original post here.

We can all benefit by sharing the spotlight.

Hello, My Name is Bob—and I’m an Egomaniac

I love the concept of servant leadership. I believe that this is applicable in any leadership situation. I have even seen military leadership blogs that have discussed its importance in leading the troops.
Blanchard has made this a focus of many recent posts, and this one really resonated with me. Especially the question about recalibrating oneself.
The original post can be read here.

How We Lead

I want to share a method for getting your ego out of the way and clear your path to becoming a servant leader. There are two sides of the human ego that can cause trouble. One is false pride—when you think more of yourself than you should. When this occurs, you spend most of your time looking for ways to promote yourself. The other is fear—when you think less of yourself than you should. In this case, you spend time constantly trying to protect yourself.

I love to start meetings with an Egos Anonymous session. It is a simple but powerful opening activity with a format similar to one used in many 12-step programs. Individuals stand up, introduce themselves, and then share an example of how they have let their ego get in the way of being their best. For example, I would say, “Hi, I’m Ken, and I’m an…

View original post 397 more words