Roberta and Al Reddick Leadership Personified
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(In photo: Roberta and Al Reddick who are two excellent examples of leadership personified).
This is a question that we all
should take very seriously as the choice we make will effect the lives and
futures of organizations and more importantly people.
We are at a point in history that it is very
evident that people are looking for a lot more out of their leaders than the
“old school,” do it because I said so or the leadership model of making
decisions based purely on
“business
decisions” that do not take into account the “people factor.”
In today’s society we are dealing with the
prospect of recruiting and retaining staff from generation Y.
The old school approach definitely will not
work with this generation.
Nor should
it!
With all the technical and
educational knowledge they and we bring to the table today being treated with
simple respect and courtesy is not too much to ask or demand.
Let me share a quote with you from Collin
Powell’s autobiography
in
which he describes the leadership style of one of his commanders.
“…leadership style was that of a
tough overseer.
The job got done, but by
coercion, not motivation. Staff conferences turned into harangues.
Inspections became inquisitions.
The endless negative pressure exhausted the
unit commanders and staff.”
I share this quote with you because
unfortunately in my long federal career I have been unlucky enough to have been
exposed to or seen that very environment.
When I read that quote I could immediately identify with the style and
environment General Powell was describing.
So let’s step back to the original
question; what type of leader do you want to be.
Let me share with you the decision I made and
hope I am living.
Starting out in the
military as a young officer I quickly learned that the mission does not get
done in an effective and efficient way if you don’t take care of the
troops!
Early on I decided that my style
would be one in which I always kept in mind the organization goals and missions
but balanced that by doing what was best for the individuals who in the end
made that mission a success.
Some of the
principles I try to keep in mind and strive for include:
-
Open communication: being honest and keeping
staff in the loop when possible;
-
Obtaining buy-in:
keep your staff informed and show that you value their expertise and
ideas (keep in mind the “leader” has to make the final call);
-
Focus prospectively:
I see a great difference between an
individual who made an honest mistake trying to get the job done vs. an
individual who maliciously does something wrong.
-
They should not be treated the same.
That type of environment stifles
creativity.
-
When, not if, mistakes are made focus on how
this can be done better in the future.
-
Encourage creativity and “thinking out of the
box:” This necessarily entails not discouraging creativity when the
expected results don’t happen quickly enough or at all.
-
Nothing will stifle creativity and
brain-storming then unrealistic expectations from leadership.
-
In that
type of environment who would raise their hand with a new idea if they
know they will be overly criticized in the end.
-
Value and in fact celebrate diversity in your
staff.
That’s the choice I have made as a leader; my choice is to
value my people and all they bring to the table.
I have learned that if you do that and take
into account the principles I list above the organization goals will be met and
in most cases exceeded.
Some food for thought so now tell me, better yet yourself,
what kind of leader will you be!
Editor's Note:
Mike Deshields has served as an USAF Officer from 1983 -
1992, has been a Special Agent since 1988. His military experience
instilled the belief that "if you take care of the people, they will excel
at the mission!"
