What kind of leaders do you have in your organization?
TRADITIONAL Leaders
In many places leadership hasn’t changed much over the past 100 years. Decision-making power rests largely with a select few “at the top.” These command-style leaders call the shots – of what their groups work on, how they work, when they work and where they work.
These traditional micro-managers thrive being called the boss, act as gatekeepers of company information and see growth as pay raises and promotions. For them it’s all about control and power. They take the credit and pass the blame.
In a world of mobile plugged-in people, it’s no wonder workplaces with traditional leaders suffer communication roadblocks, disengaged employees, high turnover and many other ills. How could a Millennial or Gen-Zer possibly be expected to accept these “bosses?”
NEW LEADERS
New leaders mentor and coach instead of manage.
They challenge and inspire people, and trust them to figure out how best to meet the challenge. Instead of acting as gatekeepers of information, they share it in the interest of helping people learn, grow and bring innovative solutions to the challenge.
New leaders don’t micro-manage, opting instead to give their teams autonomy. Instead of taking credit and passing blame, they break hurdles and provide resources that enable team performance.
Instead of thriving as the know-it-all boss, new leaders gladly recognize their teams, give shout-outs to above-and-beyond performance, and give appreciation when its deserved.
Are you ready to transform your workplace by giving up micro-managers and build New Leaders?
I’ve been a Boss, I’ve been a Leader. I’ve worked for a Boss, I’ve worked for a leader. This post describes two different people, and they’re both me. Happily I am a Leader now, and Growth GPS has and continues to be a positive reinforcement for my behavior as a Leader of people. Keith Helfrich’s work is a noble effort to promote the fact that we are all human, whether a Boss, Leader or person working for a Boss or Leader. What do people need from their workplace? (how are we wired?). Just read the comparison model of Traditional Leader vs. Modern Leader in this post. When we are living 40-60 hours per week with Authority Figures, the “Modern Leader” coaches their Team toward BIG results, the “Traditional Leader” will not be trusted, and any success will be despite of them. I know, I’ve lived it. Some “traditions” need to be retired.
I like the concept. We could use some new ideas around here!