« Reconcile Your Relational Accounts | Main | Leaders: Learn This »

Comments

Lynn Ferguson

I love the definition, and it highlights why I feel we have so many ineffective managers/leaders. The definition clearly defines a leaders role is not to "do" but to help someone else "do", however often the criteria for promotion to the managers role is to be a great "doer" Eliminating teh jargon and clearly defining what it takes will hopefully help people promote base on the characteristics needed in the new job instead of the characteristics of the last job.

Thanks!

Mike Henry

Great post Steve. The best learning I had along these lines happened when I got to go through Ken Blanchard's Situational Leadership some years back. Wonderful teaching on how to adapt your leadership style to your team members in the context of the task or project at hand.

Thanks again, Mike...

Steve Roesler

Hi, Lynn,

Glad that it rang a bell with you. And yes, as long as managers get rewarded for "doing," then that's exactly what their direct reports will experience. (Why not?!)

Steve Roesler

Mike,

I am a 30-year+ fan of Situational Leadership and share your appreciation of the approach. Now you have me thinking and feeling, uh, "mature". I recall phoning the company when Ken and Paul Hersey started publishing the materials. The reason I remember is that they were still answering the phones themselves!

Just had a conversation with a corporate group this week that was lamenting the fact that their company is no longer spending development bucks on such application-oriented, in-depth development. Some had been through SL training with me in the early 90s and are concerned that newer, faster, cheaper approaches are, as one stated, "a mile wide and an inch deep."

What do you see going on in your world?

Mile High Pixie

Another good one, Steve. Meeting people where they are and guiding them in the right direction is a great way to describe the best form of leadership. As someone who teaches seminars on civil and assertive behavior and communication skills, I find that the "fine line" between too much input and too little isn't fine at all--it's a nice, comfortable road on which to travel. All it takes is being clear and up-front about what your expectations are for tasks and results, and then you have to be willing to problem-solve if you're not getting the results you were seeking. And if you're on the receiving end of not-enough direction or too-much direction, it's on you to be the one to speak up.

Steve Roesler

Hi there, MHP.

Well, you nailed it with the "all it takes is being clear. . ." followed by "it's on you to be the one to speak up."

Clarity and assertiveness are both products of self-responsibility.

The comments to this entry are closed.

My Photo

Steve Roesler, Principal & Founder
The Steve Roesler Group
Office: 609.654.7376
Mobile: 856.275.4002

Enter your name and email address to receive your copy of my coaching eGuide.

Name:
Email:
Human Resources Today
Business Blogs

Name:
Email:

Profiles

  • View Steve Roesler's profile on LinkedIn
Personal Growth from SelfGrowth.com
Archives

Get Updates via RSS Feed


  • Enter your email address in the yellow box for FREE daily updates


    Powered by FeedBlitz

Awards & Recognition...

  • Career 100
Alltop, all the top stories