culture

Positive leadership isn’t the same thing as “soft” leadership

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Sometime, when people are urged to take a positive approach to leadership, there is some push-back. Some people seem to equate “positivity” with being super-nice, but being kind is much deeper than a spewing of empty compliments like “good job” or “nice work” or “super!”

You can’t be too kind. But, you can be too soft. That is the difference, and I’ll admit that I have had trouble sometimes helping folks understand the difference. I just read Good to Great and have taken quite a liking to Jim Collins’s phrase “rigorous, not ruthless.” This is the message for leaders who would like to be positive. In fact, participants in Group Dynamic workshops are often trained in the art of “behavior –> outcome” statements. (Covered in an earlier post). This focus on behavior, and the high standards of the organization, can be done in a way that is positive, not negative. In a way that is rigorous, not ruthless.

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Effective Leaders Focus on Follower Engagement

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The posts on this blog have been primarily about effective behaviors of good leadership. But leaders do not exist in a vacuum, and it’s important to remember that much of the work in a high-achieving organization is accomplished by the “followers.” The readings on this site focus on things leaders do to keep those followers engaged and motivated. Let’s take a moment to look at the big picture of follower engagement. I know that sounds like a buzzword, but you can call it whatever you like; keeping people happy, firing people up, making people feel loved, keeping them on your side, maintaining loyalty, whatever.

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Leaders Model the Behavior they Expect

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What would it be like if the managers modeled the behavior that ought to be expected?

Ever seen a train? Ever seen the cars pass the engine? Never. If you’re a leader, and you do things at level 10, your followers will likely do them at an “8”. If you have a rough day, and your effort is a “7”, expect your followers to be at a “5”.

To paraphrase Kouzes and Posner:

Leaders model the way by setting the example for others in ways that are consistent with their values. This promotes consistent progress and building of commitment.

Breath Support to the End of the Phrase is a Key Deliverable

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But what if teachers in general (and band/choir/orchestra directors specifically) studied best practices in business – both management from an organizational standpoint, and from a team-building/customer service/human relations standpoint?

And what if business leaders approached their businesses, and especially their people, as though they were volunteers (like band students) who could – and would – walk away from things if they didn’t think their time and energy were well-spent?

Leadership Problem: Grace vs. Enabling

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Cut people some slack.  Really, you never know what kind of a day they’re having, how bad their insomnia is, whether they’ve suffered a major loss, or whatever other darkness they carry.

Paul had an iPod in class, and earbuds in his ears.  This is a no-no, and standard procedure is to temporarily confiscate it for the day.  I reached out my hand, and he gave me a steely glare and said “It’s mine.  I’m NOT handing it to you.”

Uh-oh.

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Attitude is not Everything. Listen to Batman and Focus on Behavior.

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I love this quote from Batman Begins:

“Bruce, deep down you may still be that same great kid you used to be. But it’s not who you are underneath… it’s what you do that defines you.”

As a leader, parent, and trainer, I confess that I cringe when I hear someone try to pump people up with an “attitude is everything” approach.

While it’s helpful to our own motivation to have a great attitude, it is unwise to focus on the “attitudes” of others, especially as a “cure-all”.

Why?  Here are some thoughts:

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