The Leadership Challenge

‘The way you see people is the way you treat them and the way you treat them is what they become.’
– Johann Wolfgang von Goethe

For many years, I have said words very similar to this to individuals in leadership positions.  Some took it on board.  I’m sure some thought it was hogwash.

But is it?

Think about what happens when you don’t trust people.  They don’t do what you want or expect.  They are not up to standard.  They appear to wait for instruction and don’t take initiative.  They are a disappointment.  They are just not up to the task, JUST LIKE YOU THOUGHT!

Then there are all the other negative adjectives you could use to describe someone.  Lazy, stupid, incompetent, unimportant, inferior.  If you are thinking this about your people, you will inherently treat them with that in mind and they will behave accordingly.

I have spent a lot of time this year talking about leadership and management with those in leadership positions.  The conversation will always, at some point, focus on how leadership styles impact on the performance of their Team Members, individually and as a collective.  It is always refreshing to have Leaders who recognise the impact they have rather than pointing the finger at their Team.

Think again about how many times you have seen someone not performing yet they move to a new Team or department and they suddenly are blossoming and their performance is more than you ever expected.  I’ve seen it.  It had a lot to do with the leadership style of the Leader in the new Team.

Leadership is not easy.  It is very dynamic and more complex than ever before.  Sticking to the fundamentals and remembering you need to achieve through your Team can keep you focused on what you need to do for your Team, individually and collectively.

The quote below has been around for a long time, yet it is still relevant for all people.

‘Produce great men, the rest follows.’
– Walt Whitman

Do you want all your Team Members to achieve?  Do you need to change your thinking for this to happen?

Share this article!
Facebook
Twitter
LinkedIn