Ron Edmondson looks to his own experience and provides seven warnings for aspiring leaders.
These are all ongoing to leadership life. There’s never a time when they don’t apply.
From Edmondson’s post.
What you “settle for” eventually becomes the culture. And, then it is much more difficult to change. In fact, you’re probably settling because you’re fighting against culture now. Leadership involves challenging people beyond their current comfort level.
Mediocrity isn’t created. It’s accepted. Oh, how I’ve learned this one the hard way. People will be average if you allow them to be. It’s easier. In most jobs, they get paid the same. That’s not even to say it’s what they prefer. Most people prefer excellence, but it often takes leadership – or coaching – to pull out the best in people.
Your actions determine other people’s reactions. During stressful times the leader’s response dictates the level of stress on the team. When it’s time to celebrate, the team will seldom celebrate more than the leader. The leader sets the bar of expectations in how the team reacts to life as a team.
Don’t assume they agree because they haven’t said anything. I actually wrote about a whole chapter about this one in my book The Mythical Leader. But, silence doesn’t equate to agreement.
You’ll never get there just “thinking about it”. And, we do more of that as a team sometimes – it seems – than we do getting work done. Every good idea isn’t even something the team should do. But, if it is, there needs to be a plan. Who’s in charge? When are we doing it? And, how will we know when we are successful?
If you’re the leader, they are likely waiting on you to lead or release the right to lead. People seldom take initiative unless you lead – or unless you create the culture which gives them permission, freedom and encouragement to do so.
What the team values becomes apparent by your actions, more than your words. And, it doesn’t matter how well spoken you might be. People follow what the leader does.
Read the whole post here.