Re-defining Personal/Organizational Leadership Dimensions
Whenever training on organizational leadership, I tend to ask the delegates some rather rhetorical questions. Who would like to be a leader? If not, why? Most often, the answers have been quite amazing. Some delegates have insinuated that they have no intentions of ever becoming leaders. “Leadership belongs to politicians and you would need to be endowed with massive finances to become one,” intimated one senior team leader, some few years ago. But, is that really the case?
Despite passage of time, these insinuations always keep ringing in my mind, especially whenever presiding on organizational leadership training sessions. Alongside, my involvement in leadership has included writing broadly about the topic in not only the daily and periodical print media, but also the digital media; presiding over business leadership training sessions for varying organizations operating in both the national and regional economy; practicing leadership in the governing organs of various forums. This has in the recent years included, social and professional forums as well as a church team, to round up the whole spectrum. The experiences have been interestingly diverse. The lessons too have had far reaching consequences on views about leadership that may now be worthwhile sharing.
Apparently, most people have varied perceptions about organizational leadership. Some view leadership as positions of authority that enable them to pursue their personalized interests. They use various influences to achieve the desired ends, some of which can now be highlighted. The first one is leadership through manipulation – it is about cajoling and sweet-talking the followers, aiming to use them to achieve personalized desires. It’s quite common especially in politicized situations, which spread out in all spheres of our lives.
Secondly, there is leadership through hypnotizing – It is about using personal charm or words that facilitate domination of thinking or even decision making process of followers. The followers’ capacity becomes impaired therefore relying on the ‘leader’ for guidance and decision making. It is quite common and especially synonymous with various religious sects.
Thirdly, there is leadership through Indoctrination. It is a process of inculcating ideas, attitudes, cognitive thinking or a professional methodology to the followers. It is often distinguished from education by the fact that the indoctrinated person is not expected to question or critically examine the doctrines they have learned.
A fourth influence is leadership through coercion. Those in leadership positions achieve whatever they want through force or intimidation. Sometimes, it is termed as undue influence. Almost everybody is familiar with this leadership that is quite common in the workplace and all other spheres of life.
Fifthly, there is leadership through inspiration. In this situation, the leader never imposes his/her ideas, thought processes or methodology on the prospective followers. They are simply attracted to him/her one way or the other. This js quite an ideal leadership influence and is generally available for each one of us, whatever the circumstances of our lives.
Though there are many other leadership influences, let us confine ourselves to only these five for now. The first four do not seem to afford the follower any leeway of making independent choices. The most that can be done is to refrain from manipulative, hypnotizing, indoctrinating or coercive leaders. However, it all depends on the circumstances and may not always happen. As such, we frequently find ourselves hooked up with leaders that are best when out of the way. That happens in churches, social, workplace and even professional situations.
Conversely, most people will no doubt be comfortable with the fifth influence of leadership through inspiration. It is the same leadership that continually drives individuals and organizations into greatness. Make no mistake here. Greatness is not about wealth, but more about contribution to the improvement of the welfare of humanity. Moreover, the contribution is most likely directly proportional to the rewards and the wealth too.
As Author Zig Ziglar insinuates, “you can get whatever you want in life, if you can help as many people as possible to get what they want in life.” Seemingly, we may all need to achieve those inspirational leadership attributes that lead to enhanced contribution towards the improvement of the welfare of humanity. Ultimately, that yields continued personal/organizational growth and progress, thus eventual greatness. It does not matter our circumstances in life.
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Our clients engage us to help them continually acquire and maintain improved levels of efficiency and timeliness. This yields sustainable competitive advantage that leads to convenient achievement of desired goals and objectives, thus continued profitability, focused growth and progress. The eventuality is achievement of full performance potential.To realize this, we provide;-
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