Are You an “Accidental Leader” Because You’re Out of Position? Pt.II

You may be trying to operate your own business, but it just doesn’t seem to be working. You know something’s wrong, but you don’t know what.  What I’ve written in this post expands on the post in pt I of this series, and will help you discern if you’re out of position.  Meaning you’re in the wrong role for what naturally fits you.  (Now I’m all for temporarily doing this to gain great perspective, and acquire new skills.  However, stay in the wrong roll too long, and it’s called STRESS!)  Don’t lose hope though, I run into entrepreneurs all the time who struggle with this very issue, and yet gained the necessary assistance and are now highly successful. One way, is to create a culture of accountability, and then to plug into it.  There are ways you can make a position that doesn’t fit you, still work!  But first you have to recognize the cold hard facts, be brutally honest with yourself.  Then you can create an action plan that works, and fits you.  So, if you’re ready to discern your situation, let me ask you if any of the below scenarios and/or feelings sound like you?

1. You have employees to supervise, but you loathe, no you despise confrontation and avoid it at all cost!

2. You prefer instead, to allow things to work out on their own.

How’s that working for you?  Things won’t work out on their own-they usually escalate and get worse. 

1. In fact, you know you’ve got someone out of position, when a company-wide policy is made for everyone, instead of correcting to the one person abusing the system.

2. You’d rather fix things, and work around the facility, than deal with people, avoiding them until absolutely necessary.

3. You don’t have a natural sense of what to do to motivate, lead, and redirect those in your charge.  Worse yet, you’ve never been given any formal training on how to be a successful leader – manager.   If this is the case, please HEAR ME.  This was not your fault!  Let me say that again, “You are not to blame for being in this position!”  However, that said, you have no excuse to not take the responsibility to obtain the tools and skills necessary to successfully influence and lead, even if you only have two employees!  In fact, every personality style can be an effective, successful leader, by using their personality style appropriately, along with maximizing their strengths, while delegating or eliminating their weaknesses!  In fact, what some would consider natural leaders, can be the very worst leaders, leading like a bull in a china shop!  I liken this to a strong willed horse that’s never been broken. They’ve never learned to bring their strengths “Under Control” to best utilize them.  Luckily, we live in a day and age where resources on this topic are in abundance!  GREAT materials, books, DVD’s, mp3′s, and podcasts on the subject are prolific, especially at our public library.  In fact, go to my LinkedIn profile and you can see my reading list filled with some of the best in leadership.

Stay tuned.  In part III of this leadership series, you’ll find how and when it’s time to move on, or step down from the frustration of trying to be something you have never enjoyed, and have never felt successful doing! You will also discover how to best adapt your style to be the best leader/manager you can be, and how and why a Business Development Coach or Executive Coach can be your best resource to assist you and your organization in establishing successful leaders and managers of every behavioral style.

MONDAY MORSALS for Leaders – 10 Ways To Kill Your Leadership Influence and Destroy Office Morale

1. Don’t take any time to get to know any of your staff, barely know their name, or call them by the wrong name.
2. Don’t listen to your employees when they bring up an issue. Ignore their concern and then let your body language show that you’re displeased. That way they’ll never bring up anything again.
3. Expect your employees to know their job requirements, even though you have never explained the parameters of the work, their realm of authority, to whom they report to, or who else they need to collaborate with. – Just expect them to be mind readers!
4. Only thank them or show appreciation when you want them to sacrifice more or, work overtime. They won’t get that this is manipulation.
5. When those who are loyal, and genuinely want to see you to succeed bring you a concern or issue, be sure to take it as criticism. Assume they want your job; or are positioning themselves to take over the organization; want control; or have other ulterior motives.
6. Walk by your employees, and when they stop to talk to you explain, “I don’t do small talk” and just keep walking. Better yet, have your office manager send out a memo explaining to your employees how important you are, and therefore they are not to expect you to stop and talk to them, that you are too busy. They’ll then get the message they aren’t important, and realize their “place” in the organization!
7. Be sure you’ve already chosen your favorite person for any new position, before you actually post the job.   This way when other employees, who have been hoping and praying for a new position to open up, come to the interview, you won’t be swayed by their enthusiasm, emotion, or recent credentials they’ve recently earned to make themselves more valuable to the company.
8. Institute rules and standards for the whole staff that are really directed toward one person. By all means save yourself from any confrontation by never dealing with the problem people.  Allow them get away with BREAKING office policy, or better yet, let some get away with it, and others not. This way you can have different standards for different people, and play favorites.
9. Place blame, then ignore them, talk poorly about them, without ever checking or corroborating the facts of the matter. Certainly never give them an opportunity to explain their side of the story.
10. Never respond to their e-mails, or when you do, be sure to do it a week late. This way they’ll learn not to bother you with this form of communication.

Unfortunately, all leaders have done one or more of these at one point or another in their career. Those that learn from these particular mistakes, and work to eliminate this kind of negative behavior, while at the same time are adding excellent people skills to their management/leadership style, are those who won’t just surviving in this difficult day and age, but will thrive. When it all gets down to it, the important thing in business is PEOPLE. Those people that are your customers or clients, as well as those who work for you. Treat them well, and your business will flourish!