I am inspired when reading his journey… Maybe you will too!
After devouring hardcore management and neuroscience books in the past couple of months, the article ( http://goo.gl/s7k3LG ) caught my peripheral vision this morning.
Like a breath of fresh air, it helped me laugh my stress away; and then, ponder.
The 4th quality “ask for help” is one critical aspect that we generally overlook. By addressing the psychological needs of a leader, it brings to light the sensitivity about the role. A leader likes to be “wanted”. A leader cannot do it alone.
Where does one find a Mrs. Lovett that wants a Sweeny Todd? How do corporate Mrs. Lovetts’ look like ?
Here are some traits:
They are intelligent, wise and want to succeed. But they can’t lead from the front. They prefer to operate from the shadow. They love the shade cast by the leader. They are amazing contributors. They bring a lot of value and credibility to the leaders’ work. They love being a LOYAL team player. Are in love with what the leader intends to do. Hold the cause of the leader as their personal cause. Provide support. They enjoy the experience, and feel important. Their needs are met by serving the leaders’ cause. Their adrenalin flow is supported by the leaders vision. They fill those important gaps that the leader cannot see.
(and now if they are in your organization make sure to gain their trust and loyalty, and get them on board! ) and I hold off on saying “get them on board at any cost”.
#Leanstartup #leaders #entrepreneurs
In “crime and punishment” the protagonist Rodion Raskolnikov has an hypothesis that some people are naturally capable of “being a Robin hood or some have the right to be so” The story revolves around his beliefs and actions.
Where do we start: What do we do when we meet such leaders in our organizations? Are they a product of the society or they built a society around them to suit their causes? What battles are they choosing to fight? What do they choose to ignore? Whom do they trust and why?
Getting to know them: Understanding the underlying causes of their attitude, behavior is the first step to effective coaching. Knowing how removed from being centered they are, and how far from their causes or the organizations need they are will reveal what goes in their mind.
Beginning the journey: Last week I met a leader whose primary need for the hour was to manage his obsessions and actions that stem from it. Maybe this is difficult to understand. Maybe this is easy to solve. Obsession is a symptom for many other underlying causes. So many life events and decision points lead to one or many obsessions. Unraveling the causes is a journey. We have just begun.