{"id":2087,"date":"2018-01-01T10:12:41","date_gmt":"2018-01-01T10:12:41","guid":{"rendered":"http:\/\/eho.zrs.mybluehost.me\/?p=2087"},"modified":"2021-09-28T10:43:33","modified_gmt":"2021-09-28T10:43:33","slug":"the-truth-about-leadership","status":"publish","type":"post","link":"https:\/\/creativefacilitation.com\/the-truth-about-leadership\/","title":{"rendered":"The truth about leadership"},"content":{"rendered":"
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Whether you\u2019re the leader of a company or the leader of a team within the organisation, getting your leadership style on-point is certain to be something of an obsession. As humans, we\u2019re fixated with putting ourselves in boxes, and when we\u2019re not doing it ourselves – we\u2019re being typecast by others.<\/p>\n

Defining a leadership style has been the subject of many books, lectures and online quizzes<\/a>. We\u2019re no fans of pinpointing a style and sticking to it as a number of titles suggest. Understanding the sort of leadership that is out there can however make you a more informed leader, one who can make better decisions and even make the most out of the team you so passionately support.<\/p>\n

We don\u2019t need better leaders<\/h3>\n

Most think that it is leaders who define their teams and the wider company. As we proudly champion throughout our blog roll, it\u2019s the people that make things better.<\/p>\n

Daniel Goleman defined six styles of leadership<\/a>. Whatever your style, leaders, organisations, and the structures they both use must ensure an environment in which people can cooperate and collaborate creativity. Without this, the leader-team member relationship will be very much master-servant.<\/p>\n

Known as positional leadership, this traditional approach can prevent the building of networks that are integral to great teamwork and wider company success. There\u2019s an even bigger problem with the positional leadership, as serial entrepreneur and self-confessed lover of life Maurilio Amorim<\/a> details:<\/p>\n

\u201cPositional leaders without influence are dictators at worst and poor managers at best. People will \u2018follow\u2019 them until they find something else to do. If you\u2019re not sure you have influence, ask yourself – \u2018would my employee, team take my advice and direction if I were not the boss?\u2019 If you cannot answer with a resounding, \u2018yes,\u2019 chances are you\u2019re managing from a positional place and not leading from influence.\u201d<\/p>\n

Systems, not people, must change<\/h3>\n<\/div>\n<\/div>\n
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With positional leadership, too much emphasis is put on the power of the individual. With this in mind, it\u2019s thought that the individual leader must make their team better. They must fix problems without the help or influence of their network.<\/p>\n

They must realise their team\u2019s potential on their own. In a positional leader\u2019s eyes, people have to be fixed to achieve. As a result, many of these leaders fall into the trap of prototyping behaviour<\/a> to solve team issues.<\/p>\n

No matter what behaviour is observed, the problem isn\u2019t the person but the system that encourages such conduct. For example, difficult behaviour in meetings is more often than not down to poor engagement. A leader\u2019s attention should, therefore, be on the design of the human systems that generate such behaviour.<\/p>\n

Don\u2019t be the hero<\/h3>\n

Heroic leadership is another style that should be avoided. Leadership shouldn\u2019t, after all, be an act of martyrdom or a chance to confirm grandiosity. It should be an opportunity to change the habits<\/a> so many leaders live by, become a better person and encourage the same constructive qualities in their team members.<\/p>\n

By redesigning systems and procedures, and using them in a way that\u2019s more people-focused, positive and enthusiastic, great teams can be made and better people ensured.<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Whether you\u2019re the leader of a company or the leader of a team within the organisation, getting your leadership style on-point is certain to be something of an obsession. As humans, we\u2019re fixated with putting ourselves in boxes, and when we\u2019re not doing it ourselves – we\u2019re being typecast by others. Defining a leadership style […]<\/p>\n","protected":false},"author":6,"featured_media":2088,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[12],"class_list":["post-2087","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-leadership"],"_links":{"self":[{"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/posts\/2087"}],"collection":[{"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/comments?post=2087"}],"version-history":[{"count":2,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/posts\/2087\/revisions"}],"predecessor-version":[{"id":2090,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/posts\/2087\/revisions\/2090"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/media\/2088"}],"wp:attachment":[{"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/media?parent=2087"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/categories?post=2087"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/creativefacilitation.com\/wp-json\/wp\/v2\/tags?post=2087"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}