Read Microsoft Word - Article~Volume3 No.3.doc text version


Volume 3, No. 3 March, 2005 ~ Provided for clients and friends of the Leadership Resource Group ~

The Leadership Challenge: Enable Others to Act By Jill Tomac

"Collaboration has at last assumed its rightful place among the processes for achieving and sustaining high performance. Bookstores bulge with new titles about cross-functional teams, task forces, networks, and groupware. The increasing emphasis on reengineering, world-class quality, knowledge work, and electronic communication, along with the surging number of global alliances and local partnerships, is testimony to the fact that in a more complex, wired world, the winning strategies will be based upon the `we' not `I' philosophy." ~ James M. Kouzes and Barry Z. Posner, The Leadership Challenge Leaders that have the most significant impact on their organization promote cooperative goals and build trust by engaging in frequent conversation. It is impossible for leaders to take their people or their organization to the next level without meaningful, frequent, and consistent communication. A collaborative environment leads to greater satisfaction of individuals within the organization, and therefore enhances their performance. Yet a collaborative environment does not just emerge because one declares there will now be collaboration. It takes a great deal of trust and respect for this type of synergy to occur. A leader builds this trust by asking and utilizing others input, considering alternative perspectives, allowing others to make decisions, and communicating, communicating, communicating. When employees feel that they are trusted, they will become trustworthy. On the contrary, when individuals feel that they are not trusted, they will exhibit behaviors creating a toxic environment. In the book the Leadership Challenge, Kouzes and Posner point out that trust is the most significant predictor of individual's satisfaction with their organization. Highly effective leaders recognize that it is not important for them to be right, but rather to listen, take advice, lose arguments, and in some cases follow. Through these behaviors trust is built and performance is maximized. Kouzes and Posner introduce a concept called "Level 5 Leadership", outlining the behaviors and qualities of the most effective, influential, and successful leaders. Interestingly, Level 5 leaders are those individuals who are not widely known; they have very little interest in placing themselves in the forefront but are quite happy having their successors in the spotlight. In effect, these leaders create stars all around them, allowing others the glory. As a result, each member of the organization is performing at his/her maximum potential and bringing the organization to new levels of achievement. Level 5 leaders recognize the importance of empowering others, through sharing information and assigning responsibility while enforcing accountability. A leader's ability to understand and appreciate other's perspectives can be the critical distinguishing factor between a success and failure. Leaders who prefer to work by themselves and don't engage or believe in those around them have great difficulty achieving their goals. Level 5 leaders have a tendency to share power and provide choice; allowing others the latitude to make choices and take responsibility. Of course, it is valuable to provide the expectations, parameters, direction, and skill building needed to be successful. But beyond that individuals must feel that they have the respect and trust of their superiors to get the job done. Effective leaders use their power in service to others through strengthening and supporting them. In effect, Level 5 leaders turn subordinates into leaders themselves ­ enabling people to consider variables, make choices, and act on their own initiative. As Kouzes and Posner state "Leaders strengthen others when they give their power away, when they make it possible for constituents to exercise choice and discretion, when they develop competence to excel, when they assign critical tasks, and when they offer visible support."

"Really great men have a curious feeling that the greatness is not in them, but through them. Therefore, they are humble."

~John Ruskin


Following are some techniques to assist leaders when Enabling Others to Act: Increase Interactions The most genuine way to demonstrate your care and interest in others is to engage them in conversation. Frequent conversations build trust while learning about another's values, interests, concerns, and desires. People do not perform at their greatest levels when in isolation. It is important that an organization provides opportunities to interact whether it is though social events, common meeting spaces, or regular staff meetings. Some leaders may see frequent social opportunities as wasteful or non-productive; the reality is an organization cannot develop shared priorities or reach common goals if there are not opportunities to interact both personally and professionally. Form Planning and Problem-Solving Partnerships People closest to the work should ultimately be involved in the decision making and problem solving process. Yet in many organizations, it is the people at the highest levels and furthest from the work that make unilateral decisions. When this occurs, staff members are underutilized and talent is lost. Effective leaders involve others and delegate authority to all levels of the organization capitalizing on the talent, wisdom, and experience of others. Organizations with highly involved staff are at a tremendous advantage over those without. Enlarge People's Sphere of Influence To allow people to feel more powerful and ultimately be more productive it is critical to increase their ability to influence. This may be done through increasing their signature authority, reducing unnecessary approval steps, eliminating rules when possible, and assigning non-routine jobs. Unfortunately, in many organizations employees are charged with tremendous amounts of responsibility yet are not able to influence their environment to efficiently and effectively get the job done well. Employees must feel that they have the freedom to move around freely and maneuver resources necessary to accomplish an assigned task. Educate, Educate, Educate When increasing the authority and influence a person has within the organization, it is critical for individuals to develop the needed skills and knowledge to perform effectively. It is foolish to ask people to begin making decisions or take actions that have never been assigned before without preparing them to be successful. Through training, coaching, and mentoring staff, they will not only increase their abilities but also their interest and dedication to their work. Make Heroes of Other People As mentioned earlier, Level 5 leaders create stars all around them. Rather than shine the spotlight on themselves, they sing the praises of others. This can be done through talking to internal and external customers about what staff members are doing, publicizing the work of team members, telling stories about people's achievements, sending letters of appreciation, and posting letters of commendation from external customers. Effective leaders walk the halls in search of finding others doing something well, thanking them for their contribution, and sharing it with others.

"The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it."

~Theodore Roosevelt

If you would like additional information please call the Leadership Resource Group, LLC 949·706·1150 or visit our website at



Microsoft Word - Article~Volume3 No.3.doc

2 pages

Report File (DMCA)

Our content is added by our users. We aim to remove reported files within 1 working day. Please use this link to notify us:

Report this file as copyright or inappropriate


You might also be interested in

Microsoft Word - RedefiningPM.docx
Microsoft Word - HBSLeadership paper edited_june_08.doc
Microsoft Word - 41D5A35D-12D3-08C91F.doc