Follow the Leader
Have you ever had to follow somebody to someplace where you’ve never gone before? And the guy you’re following turns out to be a terrible driver, crossing three lanes of traffic to make a turn and dashing through red lights. Even worse he forgets that you’ve never been there before and leads you into strange shortcuts where, if you can’t keep up with him, you’ll get hopelessly lost. I’ll bet the next time you met this person you found out in advance where he was going and planned a sensible route to get there.
The fact is there are many business leaders that are just like that driver. They know where they want to go, but they are terrible at giving directions. The challenge to working with many of these leaders is they lack the communication skills to make what they are saying or thinking clear to others. Even fewer are good managers with a clear, systematic plan to organize their goals, clearly direct others and set up practical systems.
This is where managers (men/women of action) come in. Once the leader has a vision …that’s when you can become indispensable. You must take their vision (outcomes) no matter how outlandish it may seem and you must figure out how to achieve it. You must commit to the idea, then find a way to create the strategy, structure and support needed so it can become a reality
A fun analogy of three visionary leadership styles you may observe and how to handle each of them.
The fish in tank style
The leader is an expert swimmer, yet trying to figure out where they are going next is impossible. They keep changing directions. It’s enough to drive you crazy. Still, this style works for them, they always seem to get results. Working with “the fish” is extremely frustrating for most people. How do you follow this leader?
If this is your leader:
Don’t take what they say literally, you will be totally confused. You must be astute at interviewing them and clarifying the outcome they want. You must use critical listening skills and critique and question what they are saying until it makes sense to you. Then tell them “it’s handled” and do it your way.
If this describes you:
Understand that trying to follow your lead is very confusing. Outline the outcome (destination, vision) you want and tell people to manage and coach you instead of listening. Give them permission to tell you, “Go away and leave me alone, I’ll take care of it.” Find people who grasp the big picture (conceptual thinkers) and have the project/managerial skills to execute the details.
The sailor at sea.
This leader may start out going north, but overnight change direction and head west. To some this becomes very confusing because is seems to contradict overall plan. The truth is this leader can feel the wind changing and is taking advantage of that. The sailor at sea is usually very intuitive; the very linear left brain thinker is going to find this leader very hard to follow. Yet their intuition is usually right. How do you follow this leader?
If this is your leader:
Be very aware and understand the outcome has not changed, just the tactics (especially if you are in a fast changing market). Ask “the sailor” feeling and big picture questions and why he/she changed direction overnight. Be a committed listener…stay with them, there is a point to what they are doing. Kindly, but firmly let them know what must be done so the fast change in direction doesn’t cause the boat to tip over. You must manage them, the time and the process…you stay focused on the desired outcome.
If this describes you:
When recruiting a direct report, honestly and openly describe yourself as “a sailor,” and see if the person can figure you out. If they can’t, don’t hire them as a direct report. Support yourself with men and women of action who will react to your feelings and be able to implement your ideas. Then speak consistently of the desired outcome and clarify the observations you see or feel that makes you want to take the company in a different direction. Have fact based people validate or invalidate your feelings so you make sound decisions (this is critical). It is especially important to find leaders who can manage you and who are very strong in areas in which you are weak (i.e. if accounting is a weak point, you need someone who can manage both financial things and you, wisely). Keep the communication current, complete and clear. Understand that you are confusing most people, most of the time. Work at being an inspirational leader vs. being a controlling one.
The stair builder
This leader always has a vision and a “how to.” The vision may be grandiose but the “stair builder” always has steps to get there. Most of the time this leader is so clear and skilled at stair building that he/she assumes you are, too. They usually are very conceptual and practical so they absorb new concepts quickly. They are usually cautious and are often quite demanding. The “stair builder” may show very little empathy.. It does not always feel good to be around them but they possess vision and are men and women of action. They know how to get things done. How do you follow this leader?
If this is your leader:
You need to be brief, logical and factual in dealing with them. Unlike the “sailor at sea,” who is usually much more of a right brain thinker, the “stair builder” likes, understands and is confident with logic. You need to be concise, do things fast and right and to work within their way of building the stairs. Don’t expect them to show empathy or express their feelings. Most “stair builders” aren’t in touch with them.
If this describes you
You need to put empathetic people in leadership roles around you to help you realize how your style is impacting others. Your style can really de-motivate many people if you don’t’ have the right buffers. You need to work with people who can stand tall with you (have the right self-esteem) and coach you. You need to be less rigid. Surround yourself with some “sailors at sea,” and some promoters, give them some space and together, you can really make things happen.
Support reading:
• Eric Hoffer, The True Believer and/or Between the Devil and the Dragon.