Leaders not only challenge us but also inspire us to take action. Some leaders post quotes in their office as reminders to inspire themselves and others. Here are a few examples.

“Make It a WOW Experience!”—Sign in the office of Kate T. Labor, Vice President-Customer Support, Systems, and Software.

“I will change one life today!” —In the article, “Understanding the Importance of Rituals,” author Justin W. Carter said that this sign was in the front office of a small company.  As employees entered the office, they tapped the sign with their hand. This ritual instantly reminded them of the importance of their mission. 

“Bring Energy!” —Sign on the desk of Maxine Clark, Founder and Chief Executive Bear, Build-A-Bear Workshop.

“Prove Your Groove.”—Sign on the office wall of Peter H. Reynolds CEO/Owner, FableVision Enterprises.

“The Buck Starts Here!”—Sign on the desk of Donald Trump.

Leaders inspire us by what they say, how they say it, and what they do. You must believe in yourself, your employees, and your message.

 What Leaders Say

Leaders speak the truth about what is—current reality and about what’s possible—their vision. They keep it real but also identify opportunities for a better future. Leaders use words that are positive, affirming, uplifting, and encouraging. They inspire us by making us feel good about ourselves.  

We all want to feel respected, valued, useful, and part of something important and successful. Package your message in a way that connects to these universal feelings. In addition, you can inspire people by tapping into their core values. Emotions and values are the spark that get us excited and energized. 

The words leaders say that inspire us include:

*Telling Stories. Stories that describe setbacks, great struggle, hard work, perseverance, and eventual success inspire us to press on and achieve demanding goals.

What’s your inspiring story?

*Affirming Statements. Leaders inspire us by telling us we have the ability and talent to be successful. Doug Conant former President and CEO of Campbell’s Soups said that in graduate school his grades started to slide. He was working two jobs and taking a full course load. His favorite professor pulled him into his office and said, “You can do better.” Those four words touched him, affirmed him, and inspired him.

Who have you affirmed in the last two days?

*Planting Seeds. Leaders inspire us by getting us to see ourselves performing a bigger role. They plant seeds with comments such as, “I can see you leading our international marketing campaign.”

*Encouraging People. One of my mentors always encouraged me to pursue bigger goals. Whether I was applying for a new job, considering graduate school, or starting my own business, her consistent response was: “Now’s your time. Believe in yourself and your goals. I’m confident you can do it.” 

Who are you encouraging to pursue loftier goals? 

*Empowering People. Ralph Stayer, former CEO of Johnsonville Foods, inspired his employees and built their confidence by empowering them. He gave people power and authority to get things done. When leaders empower us, they’re saying, “I have confidence in you.”

How Leaders Say It

Leaders deliver their message with passion and conviction. Check out some of the YouTube videos of Tom Peters, Pat Summit, Colin Powell, and Tony Blair. Observe how animated and passionate they are. If you don’t have enthusiasm for your ideas, who will? A passionate speaker gets the audience to sit up, open up, and fully consider the key points. You must have great conviction for what you’re advocating. Leaders have no doubts, no hesitation, and no questions about the correctness of their ideas and recommendations. If you’re not fully committed to what you’re doing, why should anyone else?   

Do you deliver your message with passion and conviction?

What Leaders Do

They set the example. When change is taking place all eyes are on the leader. Setting an example is a powerful way of inspiring people. People can’t ignore what you do. Leaders are often the first to take action. Their actions are strong and decisive. You increase your influence exponentially by adding highly visible examples to your words. Author and Artist, Susan Conroy said that the best example of leadership she got was from Mother Teresa of Calcutta. Susan states, “I made my first trip to work with Mother Teresa and the Missionaries of Charity in 1986. Mother Teresa inspired us by her example.” Every day she was a consistent role model of humble service. 

What example are you setting for your people?  

Problems Related to Inspiring People

1) Some leaders lack optimism. Others are too optimistic and are thought to be out of touch with reality.

2) Some leaders aren’t inspiring because they are flat in their delivery. They lack energy and conviction when presenting their message.

3) Some leaders don’t create a sense of urgency. There is no burning platform so people are reluctant to jump into the water.

4) Some leaders talk a good game, but don’t back it up with action.

What Can You Do?

First, inspire yourself. Discover what gets you excited. Second, think about your life stories. What challenges and obstacles have you faced and overcome? Craft your own personal stories that you can use to inspire others. Third, build your vocabulary. Ed Zimmer, Founder and President, Zimmer Foundation says that a large vocabulary helps you select the best words to sell your ideas and inspire people to change.  

About the author:

Paul B. Thornton, MBA, M.Ed., is an author, trainer, and professor of business administration at Springfield Technical Community College in Springfield, Massachusetts.  He has provided leadership training for over 10,000 supervisors and managers. This article is an excerpt from his new e-book, WHAT I TEACH ABOUT…LEADERSHIP. His e-mail address is PThornton@stcc.edu

 This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

“Let a fool hold his tongue and he will pass for a sage,” wrote Publilius Syrus more than 2,000 years ago in ancient Rome. Such wise advice from ages ago has never been more relevant. In the modern professional world, we are suffering from a listening crisis.

Actually, it’s a “lack-of-listening” crisis.

Whether your role is executive, managerial, sales, customer service or anything else, it is critically important to your success that you listen.

“Seek first to understand, then to be understood,” wrote Stephen R. Covey, author of 7 Habits of Highly Effective People. Too often we get that order mixed up. We focus on being understood as opposed to understanding those with whom we live and work.

Ask any of the greatest salespersons or sales trainers what it takes to succeed. Chances are that “ability to listen” will be at or near the top of the list. Success in sales requires you to understand your prospective client before you can do any sort of pitching, convincing or persuading. The smart salesperson asks carefully crafted questions designed to drill as deep as necessary to find out what makes the prospect tick. Truly listening to those answers allows a salesperson to customize, or at least portray, the product or service in such a way that creates maximum appeal.

By the way, “truly listening” doesn’t mean you act like you’re in one of those cheesy “active-listening” workshops. Many people who have completed such workshops look like they are listening actively – they have an intense look on their faces, nod their heads and occasionally paraphrase what the person is saying – but they still don’t retain any of it. Active listening is much more about understanding than it is about facial expressions and head-nodding.

Super executive Lee Iacocca, former CEO of Chrysler, once said, “I only wish I could find an institute that teaches people how to listen. Business people need to listen at least as much as they need to talk. Too many people fail to realize that real communication goes in both directions.”

Iacocca’s statement reminds me of the old saying, “God gave you one mouth and two ears; use them proportionately.”

In other words, we should listen twice as much as we talk. I call it the “Rule of Thirds.”

Two-thirds of the time you spend talking with a colleague, client or a prospect should be focused on the other person. One-third of the time is focused on yourself.

“No man ever listened himself out of a job,” said former U.S. president Calvin Coolidge. Simply put, listening is one of the top skills required for professional success.

But be careful you don’t over-do it. Some people become so committed to good listening, that they become 100 percent “interpersonal givers.” In other words, they spend three-thirds of their time listening to other people. If you do this, people will tend to like you, because you allowed them to talk about themselves. However, if you fail to reserve your third, they won’t know anything about you or how your business can help them. Listen twice as much as you talk but don’t forget to pitch something about yourself. 

Why is focusing on the other person so important? The answer is simple: most people are rather self-absorbed. Want proof? Here it is: I am my most favorite subject. My friend is his most favorite subject. You are probably your most favorite subject.

Saying “I am my favorite subject” sounds awful, but it is not necessarily a selfish or narcissistic thing to say. After all, I spend a lot of time working on my favorite subject. I have invested much in my favorite subject. The success or failure of my favorite subject determines the direction of my life and has a big impact on the people I care about. I sometimes lay awake at night worrying about the things my favorite subject has screwed up.

Most people are the same way.

If you show earnest, sincere interest in my favorite subject, I can’t help but like you. I can’t help but feel some sort of connection with you. Showing sincere interest by truly listening disarms colleagues and clients and paves the way for your success.  

You might be wondering to whom you should listen. Who is worthy of your attention? Who deserves your best listening skills? That’s easy: everyone. You never know who has the right information for you or knows just the right person you need to meet.

Sam Walton, the late founder of Wal-Mart, once said, “The key to success is to get out into the store and listen to what the associates have to say. It’s terribly important for everyone to get involved. Our best ideas come from clerks and stock boys.”

When it comes to listening, remember to do it sincerely and remember that everyone counts.

About the author:

Jeff Beals is an award-winning author, who helps professionals do more business and have a greater impact on the world through effective sales, marketing and personal branding techniques.You can learn more and follow his "Business Motivation Blog" at www.JeffBeals.com

 This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

Leaders from around all types of fields are facing a new kind of challenge: coping with the various waves of disruptive, revolutionary change. One wave has to do with the rise of the Internet-based “new” business and its driving force, the process of digitization (Castells, 1998; Kelly 1998). A second has to do with the rise of new relational patterns and their underlying driving forces: the processes of globalization (of markets, institutions, products), individualization (of products, people, and their careers), and increasingly networked structures and web shaped relationship patterns (Castells, 1996). A third and more subtle dimension of change has to do with the increasing relevance of experience, awareness and consciousness and their underlying driving force, the process of spiritualization (Conlin 1999) or, to use a less distracting term, the process of becoming aware of one’s more subtle experiences (Depraz, Varela and Vermersch, 1999). An example is the recent growth in interest in topics like “flow” (Csikszentmihalyi, 1990) or personal mastery (Senge, 1990) both inside and outside the world of business.

There are two different sources or processes of leadership: one that is based on reflecting the experiences of the past (Type I) and a second source, one that is grounded in sensing and enacting emerging futures (Type II). Each of these processes is based on a different temporal source of learning and requires individuals to work with fundamentally different learning cycles.

The temporal source of Type I learning is the past, or, to be more precise, the coming into presence of the past—learning revolves around reflecting on experiences of the past. All Kolb-type learning cycles are variations of this type of learning (Kolb 1984). Their basic sequence is action, concrete experience, reflective observation, abstract conceptualization, and action again.

The temporal source of Type II learning is the future, or to be more precise, the coming into presence of the future. Type II learning is based on sensing and embodying emerging futures rather than re-enacting the patterns of the past. The sequence of activites in this learning process is seeing, sensing, presencing, and enacting.

Yet, Type I learning is no longer effective as the single source of learning, because the previous experiences embodied in the leadership team are no longer relevant to the challenges at hand. And the experiences that would be of relevance are not yet embodied in the experience base of the leadership team. The issue for leaders is how to learn from experience when the experience that matters most is the not-yet-embodied experience of the future.

Moreover, large-scale change, particularly transformational change, always plays out on multiple levels. The action (at level 0) is “above the waterline” and is embedded in four underlying or contextual levels of reorganization and change. The four underlying levels of reorganizing are restructuring (level 1), redesigning core processes (level 2), reframing mental models (level 3), and regenerating common will (level 4).

When leaders face a challenge, they must choose whether (1) to react directly to the issue (level 0) or (2) to step back, reflect, and reorganize the underlying contextual levels that gave rise to the challenge in the first place. Accordingly, we can distinguish among five different responses to change: reaction (the response on level 0), restructuring (the response on level 1), redesigning (the response on level 2), reframing (the response on level 3), and regenerating (the response on level 4).

The Invisible Territory of Leadership Practice

The invisible territory of a leadership practice (aka. blind spot) concerns the inner place from which an action—what leaders do—originates. Leaders are usually well aware of what they do and what others do; they also have some understanding of the process: how they do things, the processes they and others use when they act. And yet, there is a blind spot: usually they are unable to answer the question “Where does our action come from?” The blind spot concerns the (inner) source from which they operate when they do what they do—the quality of attention that they use to relate to the world (Scharmer, 2001).

I first began thinking about this blind spot when talking with the former a Senior Manager from IBM due to my research study about organisational learning. She told me that her greatest insight after years of conducting organizational learning projects was that “the success of an intervention depends on the interior condition of the intervenor.” That sentence struck a chord. What counts is as Scharmer (2001) stated not only what leaders do and how they do it, but the inner place from which they operate (Scharmer, 2001).

I also realized that not only individuals but also organizations, institutions, and societies as a whole have this blind spot. What might really set successful organizations and societies apart has to do with that dimension that Senior Manager was talking about: the inner place from which a person, an organization, or a system operates.

The issue that most of today’s leaders face is that they haven’t yet learned how to see below the surface, how to decipher the subtle structures and principles of the territory underneath. They haven’t got the proper methods and tools yet that would allow them to dig beneath the surface to learn what otherwise would remain invisible. And yet, it is this invisible territory that is the most important when it comes to creating the conditions for good learning to occur. Maybe, leaders can learn to see what so far has largely remained invisible: the full process of coming-into-being of social action, the creation of a social reality (Scharmer, 2001). This invisible territory beneath the surface (aka. the territory of the blind spot) is what leaders should explore and describe.

Scharmer (2001) claims that the attention of the actor, group, or organization is exactly the blind spot that corresponds to the invisible quality of the field underneath the surface. He believes that the term ‘field structure of attention’ allows researchers to get their arms around a surface layer of social fields that is still somewhat accessible to scientific observation (Scharmer, 2001). In social fields the corresponding area is where the light of consciousness—our attention—meets and is permeated by that which normally is in the background of our awareness—the structure based upon which we pay attention to the world (Scharmer, 2001). Each field structure of attention embodies a particular type of relationship between the self and the world. Scharmer (2001) identifies seven archetypal field structures of attention that map the territory of the blind spot. They are:

1. Downloading: projecting habits of thought (seeing 0)

2. Seeing: precise observation from outside (seeing 1)

3. Sensing: perception from within the field/whole (seeing 2)

4. Presencing: perception from the source/highest future possibility (seeing 3)

5. Crystallizing vision and intent (seeing/acting from the future field)

6. Prototyping living examples and microcosms (in dialogue with emerging environments)

7. Embodying the new in practices, routines, and infrastructures.

These seven field structures of attention describe seven different ways of relating the self to the world. The one probably least familiar is that of presencing, a term that blends the two words “pre-sensing” and “presence.”According to Scharmer (2001), it means to pre-sense and bring into presence one’s highest future potential. Presencing liberating one’s perception from the “prison” of the past and then letting it operate from the field of the future. This means that we literally shift the place from which our perception operates to another vantage point. In practical terms, presencing means that we link ourselves in a very real way with our “highest future possibility” and that we let it come into the present. Presencing is always relevant when past-driven reality no longer brings us forward, and when we have the feeling that we have to begin again on a completely new footing in order to progress.

Presencing is both an individual and a collective phenomenon. For a social system to be transformed and for a profound innovation to come into being, the process must cross a threshold at the bottom of the ‘U’ (Scharmer, 2001). That threshold can be referred to as the eye of the needle. It is the location of the Self—one’s highest future possibility, both individually and collectively. At the moment we face that deep threshold, as economist Brian Arthur once put it, “everything that is not essential has to go away.” Having crossed this threshold, we experience a subtle and yet fundamental shift of the social field. So, instead of operating from a small localized self at the center of our own boundaries, we change our focus to operate from a larger presence that emerges from a sphere around us. The seven field qualities listed above represent archetypal patterns that apply to the evolution of systems at all levels (individuals, groups, institutions, ecosystems, and so forth) (Scharmer, 2001). They capture an evolutionary grammar of emerging systems from the viewpoint of the actors who actually bring about this process.

Every human being has the potential to activate this deeper capacity. Yet, although most people have had small pockets of this experience in their lives, they are quick to assert that this level of operating is not only very difficult to sustain but also seems almost impossible to perform on a collective level. In most institutions, people spend the most time in the mode of downloading, not in the mode of sensing or presencing the best future potential. What is missing, though, is the social leadership technology that would allow them to shift from learning from the past to learning from presencing emerging futures.

Defining the Social Technology of Leadership

The core of the social technology of leadership revolves around illuminating the blind spot by learning to use one’s self as the vehicle for the coming-into-being of one’s future potential (Scharmer, 2001). Scharmer (2001) defines leadership as the capacity to shift the inner place from which a system operates. And the most important tool in this leadership work is the leader him- or herself, and his or her capacity to make that shift first.

The seven field structures of attention and their underlying principles apply to the evolution of all systems (individuals, groups, institutions, ecosystems, and so forth). They provide a method for producing a common capacity to act from full presence in the “now” (Scharmer, 2001). They also introduce a language to articulate a universal social grammar for bringing forth new worlds (Scharmer, 2001). Presencing is both an individual and a collective phenomenon. The point of the presencing theory is that, for a social system to go through a profound process of transformation, the process must cross a subtle threshold, a threshold that Scharmer (2001) refers to as the eye of the needle. The eye of the needle is the Self—our highest future possibility, both individually and collectively.

Changing one’s method of leadership, when defined as shifting the place from which a system operates, involves a deep cultivation and inversion of one’s quality of attention.

• the inversion of thinking: from being bound by judgmental reactions to opening up one’s thoughts as a gateway to perception and apprehension (“access your ignorance”)

• the inversion of feeling: from being bound by emotional reactions to opening up one’s heart as a gateway to sensing—to enhanced perception and apprehension (“access your emotional intelligence”)

• the inversion of will: from being bound by old intentions and identities to letting go of them and opening up to one’s higher self as gateway to presencing the new that wants to emerge (“access your Self”).

The blind spot can be described in terms of experience (the self), leadership (source of action), organizational learning (learning from the future rather than the past), systems theory (deep field conditions from which social systems arise), as well as capitalism and democracy. For each aspect the same point could be made: that there is a blind spot in the current theory and practice of leading, learning, and change—and that the blind spot concerns the deeper source, the inner place from which an individual or a system operates. The following five practices appear paramount:

- observing: seeing reality with fresh eyes

- sensing: tuning in to emerging patterns that inform future possibilities

- presencing: accessing one’s inner sources of creativity and will

- envisioning: crystallizing vision and intent

- executing: acting in an instant to capitalize on new opportunities

These five practices embody a single movement of co-sensing, co-presencing, and cocreating the reality that wants to emerge.

Conclusion

The cultivation of this leadership capacity involves an inversion of one’s field quality of attention. Crossing the thresholds requires one to transform old patterns of thought, emotion, and intention by (Scharmer, 2001):

• opening the mind: through appreciative inquiry rather than judgmental reaction;

• opening the heart: by providing a gateway to sensing rather than reacting emotionally;

• opening the will: by opening up to one’s higher self and letting go of old intentions and identities.

Performing this new art of leadership effectively requires developing and refining a new leadership technology—a social technology of leadership. In contrast to a social technology of manipulation or control, a social leadership technology focuses on methods and tools that help diverse groups of stakeholders to see, sense, and create together in a way that transforms past patterns and actualizes future possibilities. The most important tool of this technology is the leader’s self, his or her capacity to shift the inner place from which he or she operates.

References

Arthur, W. B. (2000), Sense Making in the New Economy. Conversation with W. Brian Arthur,

Xerox Parc, Palo Alto, April 16, 1999, in: Scharmer, C.O. et al (eds.), Accessing Experience, Awareness and Will. 25 Dialogue-Interviews on the foundation of knowledge, awareness and leadership. Unpublished project report, Cambridge, MA, August 2000, Vol. IV: 541-576.

Castells, M. (1996-98), The information age: economy, society, and structure. vol.s 1-3. London: Blackwell.

Conlin, M. (1999) Religion in the Workplace, The growing presence of spirituality in Corporate America, in: Business Week, New York, November 1, 1999. Issue: 3653

Csikszentmihalyi, M. (1990), Flow. The Psychology of Optimal Experience. New York, N.Y.: Harper Perennial.

Depraz, N., F. Varela and P Vermersch (1999), The Gesture of Awareness. An account of its structural dynamics, in: M.Velmans (Ed.), Investigating Phenomenal Consciousness, Benjamin Publishers, Amsterdam.

Kelly, K. (1998), New Rules for the New Economy. 10 Radical Strategies for a Connected World. New York, NY: Viking.

 About the author:

Ayse is a graduate student in the field of organizational learning and now an adjunct lecturer and consultant in this field. You can find more info about Ayse at http://www.aysekok.info/

This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

What if servant leadership had not been initially labeled servant leadership?  How many times has this been pondered as this value-laden leadership concept evolved?  And why does the name itself present an impediment for implementation, empirical researching, and overall comprehension?  Could we not argue that the oxymoronic implication the terminology suggests has hindered the spirited and necessary debate within leadership, management and organizational behavioral circles, both academic and anecdotal, to nearly subjugate this important leadership theory to others such as transformational or authentic leadership?

This brief essay is not intended to offer substantiated results of exhaustive research that are based on testing terminologies and definitions in an effort to “poll”, if you will, labels that might be less controversial.  But when most – at least in my experience – conversations about servant leadership begin with an obligatory and extensive discussion on the terminology itself rather than on the characteristics of the theory, it causes me to wonder what if our beloved founder, Mr. Greenleaf, had selected another term.  Of course one could make the argument that a conversation on the definition of the term aids the overall explanation of the theory.  But I will leave that debate for another day.

So what is it specifically about the term servant leadership that creates a barrier to further understanding?  I believe that the challenges are primarily three-fold:  the contradiction inherent in the term, the religious connotations that are implied and the lack of operational clarity offered by the theory’s title.  I offer the suggestion that a slight adjustment to the theory terminology e.g. the name of it could open the door to further acceptance within the wider community.

Servant and its entomological cousin, service, by its very definition imply assuming an inferior position to a master or leader.  Those who are either in positions of leadership or those who aggressively seek these offices (which causes its own set of servant leadership implementation issues) are immediately disengaged when they encounter passive terminology.  How can one effectively and efficiently lead while taking an inferior posture.  Moving past this initial barrier may be accomplished if the individual is able to transform servant into supporting or, better yet, into stewardship rather than focusing on the more stereotypical passive role of a servant. 

Issues of faith are complicated within a standard corporate environment.  Not only does their exist an intangible quality to one’s belief system that varies greatly across the world but also there are human resource and legal implications that have to be seriously considered which makes the discussion of religion taboo within most situations.  The frequent use of the term servant within religious circles as well as the well-used example of Jesus Christ as the pinnacle of servant leadership has given the impression to many that servant leadership is strictly a faith based approach to leadership and may work in those arenas but not in a serious business environment. 

Compounding this issue is the servant leadership community itself.  There have been many academic programs that have emerged that teach servant leadership and have attempted to define the theory for future research.  Many of these “centers” have emerged at faith-based institutions that teach the subject within a biblical context.  Certainly there are moral parallels within servant leadership that align well with religious instructions but until the servant leadership community matures past “do these things because they are the right thing to do” and into demonstrating compelling, measurable increases in output; the theory will continue to remain primarily anecdotal.

Finally, the term does not provide implicit instructions on how to implement the style.  Authentic leadership means to lead authentically.  Transformational leadership means to lead by transforming.  When our hypothetical corporate leader stumbles across servant leadership, although those of us within the subculture know that it means to lead by serving, to the CEO this immediately brings up connotations of inferiority which brings us back to square one of this essay.  What if servant leadership was not called servant leadership?

I ask this question merely to generate conversation on a clear hindrance to the development of this wonderful leadership concept.  Is it possible to alter the labeling terminology to open up the concept to further research or is the fact that the term “servant” being in the definition give the theory strength and separation from other value-laden leadership approaches?   What other terms could be applied to allow the theory to gain more widespread recognition? 

 About the author:

JJ Musgrove is currently the Director of Donor Services, Community Foundation of the Chattahoochee Valley in Columbus, Georgia.  He joined the community foundation’s staff in April of 2011 after serving for six and a half years as the executive director of the Columbus Symphony Orchestra in the same city.  He has a bachelor of arts in theatre from Graceland University in Lamoni, Iowa, and a masters of arts in theatre from the University of Central Missouri.  He is currently enrolled in the masters of organizational leadership, servant leadership track at Columbus State University.  He is a featured speaker on arts administration, nonprofit leadership and fundraising, and value-laden leadership theories.  He is a member of the Greenleaf Center on servant leadership and serves on the panels of the Columbus Cultural Arts Alliance and the Georgia Council for the Arts.

 This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

 "Great moments are born from great opportunities," said the late Herb Brooks, one of the world's most famous hockey coaches. Brooks certainly seized opportunity during his career.  He agreed to coach the 1980 U.S. Olympic team that beat the "unbeatable" Soviet Union in Lake Placid, New York during the famous "Miracle on Ice" game on the way to winning the gold medal.  It was a modern-day "David vs. Goliath" matchup. Many coaches would refuse such an overwhelmingly difficult job.  In fact, several did. 

But Brooks saw opportunity in the monumental challenge of leading a bunch of young, amateur, college all-stars against the essentially professional players of theSoviet Unionand other European hockey powers. 

That opportunity paid off, to say the least.

Whether you're talking about sports, business or any other subject matter, seeking, finding and capitalizing on opportunity are among the most important things a professional must do.    

There's one big problem with opportunity, however.  It is often hard to find and even harder to harness.

"We are all faced with a series of great opportunities brilliantly disguised as impossible situations," said Charles Swindoll, an American religious author.

I agree wholeheartedly with Swindoll's characterization.  The best opportunities are often hidden.  They are often located in places we least expect to find them and are presented by people we least expect to provide them. 

That reminds me of the old story that sales managers like to share with their young trainees: "On his way back from a three-day fishing trip, a multi-millionaire visits the showroom of an upscale, luxury car dealer.  The salespersons, seeing an unshaven, disheveled, poorly dressed man, essentially ignore him.  Offended, the multi-millionaire buys a top-of-the-line model the next day from a direct competitor."  There are a lot of ways to tell that classic missed-sales-opportunity story, but they all sound something like that.  

If opportunity is so important to our success, and so difficult to find and recognize, we need to focus more of our energy on it.  Unless you're naturally good at it, finding and capitalizing on opportunity needs to be a deliberate focus:

Open your eyes and ears - we can no longer afford to be indifferent, or even worse, oblivious to the world around us.  Be on the lookout for ideas that could lead to new opportunities.  Even more important than eyes and ears, keep your mind open too.  Many of us miss opportunities, because they don't fit into our pre-existing paradigms.

Remember that all people count - sometimes we get so obsessed with the "right" people, we miss out on valuable opportunities from people, who on the surface, can do seemingly nothing for us.

Fight through the fear - one of the biggest reasons we miss out on extraordinary opportunities is because we are too afraid to leap.  Herb Brooks wasn't too afraid to leap; we shouldn't be either.

Let your creative juices flow - the Nobel Prize-winning scientist Albert Szent-Gyorgi once said, "Discovery consists of seeing what everybody has seen and thinking what nobody has thought."  The more creative you are, the more opportunity you will discover.  See the world in a different way, and doing things like nobody else, and just watch the opportunities that manifest.

Take risks - As the old saying goes, "nothing risked, nothing gained."  Unless you take a chance and do something new, you'll keep running into the same old opportunities.

Work really hard - "Opportunity is missed by most people because it is dressed in overalls and looks like work," said the great inventor Thomas Edison. 

Set meaningful goals - make those goals specific too.  The more you clarify what you really want, the quicker you will recognize it when it shows up.

Find quiet time - many people have found great opportunities, because they prayed for them or spent time meditating about them.  Such activity creates focus in your mind, and a focused mind is a powerful mind.

Believe - visualize success and tell yourself that good things will come.  A positive mind is more receptive to hidden opportunity.

Prepare - as the old Boy Scout motto says, "be prepared."  You never know when the perfect opportunity will open up.  If you're not prepared, you might not act on it quickly enough.  In his autobiography, former New York City Mayor Rudy Giuliani said he believes in "relentless preparation."  He constantly prepares for crisis, so he will perform properly.  Same thing applies to opportunity. 

About the author:

Jeff Beals is an award-winning author, who helps professionals do more business and have a greater impact on the world through effective sales, marketing and personal branding techniques.You can learn more and follow his "Business Motivation Blog" at www.JeffBeals.com

This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

It's mind boggling, to say the least. If you took all the accumulated knowledge in the history of the world and put it into a pile, you'd have an enormous pile. But 3 years later, you could put another pile of the same size next to the first one, and it would consist of all the new knowledge that has accumulated in just those 3 years.

1.   Information Explosion

New knowledge breeds new knowledge. One idea leads to another idea and another ten ideas. Knowledge doesn't just grow; it multiplies.

No one knew that better than the world-famous, Nobel-winning physicist Dr. Albert Einstein. While teaching at Princeton, he was walking back to his office after giving his students their final exam. As he walked along, he was accompanied by his teaching assistant who asked, Dr. Einstein, wasn't that the same exam you gave last year?"

Einstein said, "Yeah, the same exam." But his assistant wondered, "How could you give the same exam 2 years in a row?" Einstein answered, "Well, the answers have changed."

How true. Information explosion brings new knowledge, new answers, and even new words. Perhaps you've heard some of the newest words floating around some organizations these days. They include:

*BLAMESTORMING: Sitting around in a group, discussing why a deadline was missed, how a project failed, and who was responsible.

*ASSMOSIS: The process by which some people seem to absorb success and advancement by kissing up to the boss rather than working hard.

*CUBE FARM: An office filled with cubicles.

*PRAIRIE DOGGING: When someone yells or drops something loudly in a cube farm, people's heads pop up over the walls to see what's going on.

*MOUSE POTATO: The on-line, wired generation's answer to the couch potato.

*STRESS PUPPY: A person who seems to thrive on being stressed out and whiny.

*SWIPEOUT: An ATM or credit card that has been rendered useless because the magnetic strip is worn away from extensive use.

*XEROX SUBSIDY: Euphemism for swiping free photocopies from one's workplace.

*PERCUSSIVE MAINTENANCE: The fine art of whacking the heck out of an electronic device to get it to work again.

*OHNOSECOND: That minuscule fraction of time in which you realize that you've just made a BIG mistake, such as hitting "Send" on an e-mail by mistake.

So yes, information explosion is driving change, but most people are woefully unprepared. They're not keeping up or even trying to keep up with the information that will be critical to their personal and professional success. According to the American Booksellers Association, 80% of American families did not buy or read a single book last year. And 58% of American adults never read another book after they finish high school, including 42% of college grads. Apparently, books are widely distributed and evenly ignored.

It makes no sense to me. If you're going to survive and thrive in the midst of information explosion, you must make a commitment to knowledge acquisition. Knowledge is the raw material of success. And knowledge ... turned into skill ... is one of the ways you can cope with change and succeed in change.

Contrary to popular opinion, ignorance is not bliss. As the Haitian proverb states, "Ignorance doesn't kill you but it makes you sweat a lot." And lose a lot.

But there's no need for that. Information is everywhere. Take advantage of it. Read books and educational articles. Listen to motivational recordings. Go to seminars. The top 10% in any field ALWAYS do that, and they do it on a consistent, regular basis. As Benjamin Franklin said, "We are all born ignorant, but you have to work hard to stay that way."

Another major driving force in our world of change is...

2. Technology

It wasn't too many years ago people used to brag about being computer illiterate. They would pronounce, somewhat proudly, they didn't even know how to turn on a computer. And people around them would nod and smile. But now, if you were to say you didn't know how to turn on a computer, people would no longer nod and smile. They will look at you with pity.

If you're going to make it in these changing times, you must understand two things about technology. First, it's coming out faster and faster. According to Gordon Moore's law, the speed of information processing doubles every 2 years as the cost drops in half. And his law has proven to be right for 45 years.

Just look at these examples to see how the pace of technology is increasing.

TECHNOLOGY YEAR INVENTED YEAR MANUFACTURED NUMBER OF YEARS FROM CONCEPTION TO PRODUCTION

Florescent light 1852-1934 = 82 years
Ball point pen 1888-1938 = 50 years
Television 1907-1936 = 29 years
Transistor 1940-1950 = 10 years
Computer 1946-1954 = 8 years
Nuclear fission 1941-1945 = 4 years

Of course, these days, the time between conception and production may be a matter of months or weeks instead of years. The pace of new technology is RAPIDLY increasing.

The second thing you must understand about technology is the fact that it is always resisted ... at first. As the great engineer Charles Kettering observed, "Everybody is naturally negative to anything outside his own experience."

Almost every technological advance has some aspects to it that are unintelligible to the ordinary mind. And what people do not understand ... they deride out of ignorance or oppose out of fear.

Your only salvation is to keep up with the new technology and adopt those technologies that make sense in your career or your personal life. That's why my professional group ... called Master Speakers International ... spends a few hours every year sharing the new technologies we've learned and recommend to one another.

Despite the initial resistance that always comes with new technologies, there is some good news. Once you learn to use the new technology, you almost never want to go back to the old way of doing things.

I remember that when I was conducting seminars for the Safeway food stores years ago. As you may remember, grocery employees used to put a price sticker on every item in the store, and the cashier had to manually key in every price for every item at the check-out counter. The process was time consuming and the margin of error was high.

Then the bar code scanning system entered the grocery stores in the mid 1980's. It allowed the cashier to simply scan the grocery items across an instrument panel that automatically decoded and accurately recorded the prices. At first, the cashiers were skeptical. They were afraid of the new "cash registers."

But after their initial fear disappeared, the cashiers loved the new technology. There were fewer mistakes, and they could check out many more customers in a given period of time. Today, if the scanners were taken away and if the old cash registers were re-installed, the cashiers would not be happy.

The point is ... people forget the fear of change as soon as they realize the benefit of change.

Finally, the third driving force in change is...

 3. Competition

It's everywhere. In fact competition is fiercer today than ever before in human history. Every business has to somehow or other compete with every other business on the face of the Earth.

With the explosion of information and technology, there just aren't that many ignorant, uninformed customers or prospective customers left anymore. Just about everybody knows what everything costs, or they can find out who sells it cheaper and delivers it faster somewhere else in the world. And just about everybody knows the difference between quality and a lack of quality, and they want quality.

But even those two things ... cost and quality ... are no longer good enough to stay competitive.

When I surveyed thousands of American managers years ago, I asked them what they thought was the key to success in the future of their business. They all said "quality". A short time later, while I was teaching in Japan, I asked the same question of Japanese managers. They all said "innovation". From their point of view, quality was a given; quality was the minimum requirement to even be in business. But it would take innovation to stay in business in such a highly competitive world. I think they were right.

You've got to innovate ... which means you've got to keep on changing things to satisfy your customer ... who wants a safer car, a more energy-efficient home, a faster computer, a more colorful cell phone, and a million new other products. The competition is providing those things, so you have to as well.

It's no longer safe to be a slow lion or a plodding gazelle. As the story goes, every morning in Africa, a lion wakes up and knows he must outrun the slowest gazelle or it will starve to death. And every morning in Africa, a gazelle wakes up and knows he has to run faster than the slowest member of the herd to live that day. So it doesn't matter if you're a lion or a gazelle, when the sun comes up, you'd better be running.

Action:

Design your own plan for your own continuing education so you stay on top of change rather than beneath it.

About the author:

2011 Reprinted with permission from Dr. Alan Zimmerman, a full-time professional speaker who specializes in attitude, motivation, and leadership programs that pay off. For more information on his programs ... or to receive your own free subscription to the 'Tuesday Tip' ... go tohttp://www.drzimmerman.com/

 This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

Mastering the Art of Asking Questions is essential if you want to succeed.  It's not simply a matter of getting in the habit of utilizing questions in your interactions with people.  It's really about learning how to ask the right questions at the right time.

Whether you're having sales conversations, coaching conversations, or working to develop others, learning how to ask good questions can be the difference between success and failure.  What does asking the right questions at the right time mean?  It means asking questions in such a way as to better understand the other person, their needs, and their motivations.

Since the questions asked and the flow of an effective conversation varies from person to person and from situation to situation, the best way to illustrate the Art of Asking Questions is by way of example.

Here is a sample sales conversation, conducted by someone not skilled at the Art of Asking Questions:

Hi Bob, I'm calling about the great widgets my company sells.  Do you have a few minutes to speak?

            "Sure."

Great!  Are you familiar with our brand?

            "No, not really."

We offer widgets that solve a number of problems and have some great features.  The new V210 - our mid-grade model - consumes 20% less energy than our competition and is 10% smaller.  It comes in three different colors - red, black and white.  Can I schedule a time with you to come by and show it to you?

            "What's the price?"

It normally sells for $199, but I can offer it to you at a 25% discount - only $149.

            "Do you have something you can send me?"

Sure... what address should I send it to?

            "123 Main St."

Great!  I'll give you a follow-up call in about a week.  OK?

            "Yes, that would be fine."

If you've been in sales, you already know the outcome of that conversation.  The likelihood of closing a sale is slim and the salesperson will no doubt continue to try to reach the prospect again until they get discouraged and give up.

The next example is the same conversation conducted by someone who is better skilled at the Art of Asking Questions, but is not quite there yet:

Hi Bob, my company helps companies like yours solve their widget problems.  Do you have a few minutes to talk?

            "Sure."

Do you currently use widgets in your business?

            "Yes, we do."

Have you been pleased with the ones you have?

            "Well, for the most part we are, but nothing's perfect."

The newer design of widgets have a number of improvements over older models.  Would you like to hear more about some of the improvements?

            "Sure."

Well, feature 1... , feature 2..., feature 3...  We have a number of different models available.  Do you have a budget in mind?

            "Well, we haven't been actively looking up until now.  Can you send me some information?"

I'd rather come by and show you first-hand so you can really see what I'm talking about.  Which would be better for you, Tuesday morning or Wednesday afternoon?

            "How about Tuesday morning."

Great!  I'll see you Tuesday morning then!

While it is possible that this salesperson may make a sale, it's far from a sure thing.  Even though the prospect set the appointment, the salesperson really doesn't know anything about the prospect or the prospect's motivations.

The conversation would unfold very differently if the salesperson was skilled in the Art of Asking Questions:

Hi Bob, my name is Paul and I help companies like yours solve any widget problems they have.  Do you have a few minutes to talk?

            "Sure."

Do you currently use widgets in your business?

            "Yes, we do."

How often do you use your widgets?

            "Pretty much every day."

To what extent?  How much?

            "About 3-4 hours every day."

It sounds like you rely on them pretty heavily.

            "Yes, absolutely."

What aspects of your widgets work best for you?

"Well, for one thing they've been really reliable.  We've had them for over 4 years.  Also, we need the automated feed feature and that's been a life-saver.  And the supplies are easy to find and affordable."

Sounds like they've served you well.  Have you had any problems with them?

            "Well, the only problem we've had is that they sometimes misfeed."

When you say they sometimes misfeed, specifically how often does that happen?

            "Only once or twice a day."

Are there any features or functions you wish they had?

            "It would be nice if they had a bigger bin so we didn't haveto re-stock them so often."

Anything else?  Would it help if they could automatically stack the finished product?

            "Can they do that?"

Ours can.  I think it would make sense for us to get together.  I can show you a widget I have that has a 99% reliability record, high-speed automatic feeding without jamming, a large bin, and automated stacking.  Do you have about 25 minutes on Tuesday morning or would something like Wednesday afternoon work better for you?

            "Let's do next Tuesday morning."

As you can see, the last sales conversation unfolded very differently than the prior two.  In the last conversation, the salesperson asked good questions - questions which uncovered what mattered to the other person, along with some motivations for making a change.  (We didn't have time in this article to uncover all the motivations.)

Having a conversation like this helps the prospect to clarify what features he needed and highlighted problems and desires.  Both parties knew exactly why they were getting together and the likelihood of closing a sale was extremely high.

When you master the Art of Asking Questions, you learn to ask questions which uncover motivations and you'll do a better job of selling, coaching, and developing others.

 About the author:

Michael Beck is a Business Strategist and Executive Coach.  For more articles on leadership, personal effectiveness and personal productivity, please visit www.michaeljbeck.com.  

*image courtesy of photostock/freedigitalphotos.net

To produce healthy plants it takes the right amount of water, sunlight, fertilizer, and care. Too much water or too little sunlight may hurt your plants. The best gardeners learn through experience and reflection what flowers need to grow and develop. In a similar way, seasoned leaders know what it takes to help people and organizations achieve their potential. They provide the right amount of direction, discussion, coaching and feedback to help people succeed. They have a balanced approach in areas like the following:

1. Task and People

The seasoned leader focuses on both the task and the people. Some leaders are too task-focused. For example, Ralph led a group of seven people. With him it was all business. No small talk or reaching out to people as people. For him the only thing that mattered was results. On the other hand some leaders are too focused on pleasing people at the expense of solving problems and getting the work done.  

2. Talk and Listen

What’s your ratio? We have all met leaders who are ineffective because they don’t listen. Remember the God given ratio—two ears, one mouth. On the other side of the equation I met one leader who was a great listener but his employees didn’t know where he stood on key issues. The seasoned leader engages in the appropriate amount of both talking—stating their views and listening to ideas of others.  

3. Plan and Do

Planning is important, but so is execution. Some leaders over plan and under execute. Of course some leaders do just the opposite. They’re busy having meetings, doing power point presentations but making no improvements in the operation. Is there a “right” balance? It depends. In some situations an hour spent planning makes the implementation go more smoothly. In a crisis situation you may have only 60 seconds to plan—quick action is required.     

4. Results and Process

Some leaders only focus on results. In meeting after meeting they ask, “What’s the bottom line?” Results are important but so is process—how things are done. However, putting all your attention on process is also wrong. Results count!  The seasoned leader focuses on both what is being accomplished and how it’s being accomplished. 

5. Firm and Flexible

There are times to be firm and there are times to be flexible. The overly flexible leader is unwilling to take a firm stand. They are wishy-washy and often flip flop on their position. On the other hand, the overly firm leader is rigid and sees every issue as black and white. Seasoned leaders have the wisdom to know when to hold the line and when to be flexible. 

6. Coaching and Letting Go

An important part of a leader’s job is to coach people on how to be more effective and efficient. However, there is an important difference between too little and too much coaching. Too much can frustrate initiative. On the other hand, too little coaching and guidance can cause failure. Sometimes failure can be the best thing, life lessons often come out of failure. Other times it can be catastrophic – in the case of accident, injury, or other severe loss. Seasoned leaders know the difference between providing too much and too little coaching. 

7. Facts and Feelings

Getting the facts is important. But tuning into your feelings is also important before making important decisions. Some executives fail to identify the danger signals because they repress their feelings as if feelings are something to be avoided. I like the way author and blogger Mary Jo Asmus stated it in a recent blog— “Connect with your heart when your head wants to rule. Connect with your head when your emotions are threatening to take over.”

8. Work Life and Family Life

Some leaders get totally consumed by their job and neglect their family. In his book, Better Under Pressure, Justin Menkes, interviewed Ralph Larsen, retired CEO of Johnson and Johnson. In the interview Larsen stated, “…you’ve got to make sure that you have the right balance between your work life and your family life, that you take care of your family and kids so you don’t have chaos at work and at home.”

What would you add to this list?

Summary

Seasoned leaders know the importance of balance. But finding the right balance doesn’t mean moderation in all things. Rather it means being versatile and flexible. It means using the appropriate mix of various ingredients to help people grow and blossom. Great leaders have the wisdom to know what actions are needed and necessary to achieve success.   

Bibliography

Kaplan, R.E. and Kaiser, R.B. “Developing Versatile Leaders.”  MIT Sloan Management Review

(Summer 2003).

Menkes,J. Better Under Pressure. Harvard Business Review Press, 2011.

About the author:

Paul B. Thornton is the author of numerous articles and 13 books on management and leadership. His latest book, Leadership—Off the Wall, highlights the guiding principles some well-known business and political leaders keep on their desks or post on their office walls. 

In addition to being a speaker and management/leadership trainer, he is a business professor at Springfield Technical Community College. In the last 20 years, he has trained over 10,000 people to be more effective managers and leaders. You can find out more about Paul at www.PBThornton.com and contact him at PThornton@stcc.edu

*image courtesy of Simon Howden/freedigitalphotos.net

This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

If the organization provides safety and security for employees, then employees will provide the organization with their brawn. But what about the brain? That is a different issue.

Money buys employees’ brawn: at least you can see them at their desk by 8:00 a.m. and see them leave at 5:00 p.m. You observe them walking the halls with papers in hand, working at their computers, talking on the telephone, and in other ways physically doing their jobs. They appear to be working hard and the employer pays for the fundamental tasks the employee was hired to do. But, is the employee’s brain engaged? Is he satisfied with his current level of production and on autopilot? Is she just going through the motions to get a paycheck?

In production jobs where people are hired for their brawn, brain engagement is not a major issue. However, it is a different story for people with information jobs. People who are paid to think need reasons to keep their brain engaged and keep it from wandering into La-La Land: thinking about the weekend, plotting how to get even with the person in the next cubicle, or surfing the Internet for wakeboards. Brain engagement of employees is a clear leadership challenge.

The brain has many levels of intellectual and emotional involvement and employees decide on an hourly basis how much of their brain they will share at work, how much creativity they will give to solving problems, and how much they will flex to get along with co-workers.  The amount of brain effort they choose to give is called discretionary effort.

Some employees only engage their brains to do their jobs just to the level so they won’t get fired. Little if any discretionary effort comes from these employees and they may never choose to change their engagement preference. However, if an organization increases the invitation to be engaged, most employees will respond in a positive way.

To better engage employees, organizations can employ a variety of methods such as offering monetary rewards, giving opportunities for personal development and education, recognizing employees for outstanding accomplishments and achievements, extending the leadership of a team assigned to a plumb project, etc. The ideas for engagement are numerous and once the organization has matched their method with the employee, the level of an employee's intellectual engagement and the amount of discretionary effort they choose to give will increase.

Discretionary effort equates with energy at work. There is a difference in the level of effort and energy one is capable of bringing to an activity or a task, and the effort required only to get by or make do, which requires little discretionary effort. It is the difference between the minimum acceptable versus the maximum level of energy and discretionary effort an individual is capable of giving and is related to the integrity and trust between an employee and the organization. 

This places the level of employee engagement and discretionary effort squarely on the shoulders of leadership. To engage your employees and earn discretionary effort, use this checklist:

Give your employees stimulating tasks. This gives them positive expectation and a sense of excitement to come to work. It engages their creativity, improves their brain activity and increases the pleasure of working.

Assign employees to find answers to tough problems. This honors them by showing you believe in them and their abilities. Human nature will make them knuckle-down and bring you solutions.

Make employees accountable with deadlines and midpoints. Just like a teenager secretly appreciates the enforcement of rules, deep inside people feel good when they meet deadlines with integrity.

Explain the organizational vision and mission and ask them if they can align personally with the objectives and goals. Just like in a sales process, you can uncover and overcome their objections to business strategy and in the process and discussions, make them a more loyal employee.

Take note of their completed tasks in their performance review and see if their completed responsibilities support the goals and objectives of the department. This audit will help you determine if they have inadvertently veered off target.

Provide team building activities and relationship training so employees can intelligently solve problems, resolve minor conflicts and understand how to collaborate.

Reward them and recognize them for their contributions. Rewards and recognition give employees a sense of self-esteem and individual pride increases when they are thanked for their contributions in front of their peers.  

Teach managers how to be relevant to the employees. Relevance means you matter. Because some managers underperform, they do not matter to the employee and worse yet, get in the way of employees performing at high levels.

The fundamental building block to effective work production and customer satisfaction is employees who are engaged and excited about their jobs. Their brains are fully engaged and they willingly give discretionary effort.  Their energy is directed toward task completion, solving complex problems in innovative ways, and ensuring happy customers.

They seldom visit La La Land.

About the author:

Karla Brandau is CEO of Workplace Power Institute. She offers keynotes, workshops, and retreats to move your organization forward in the chaotic environment of the 21^st Century. You can contact Karla at karla@workplacepowerinstitute.com visit her blog at www.FromTheDeskofKarlaBrandau.com

*image courtesy of  David Castillo Dominici/freedigitalphotos.net

This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.

As women progressively enter leadership roles and management positions in organizations that traditionally used to be held by men, many pose questions about leadership styles and gender.

The Bureau of Labor Statistics shows that nearly one of four chief executives and one out of twenty top-management positions in Fortune 500 corporations, are women. These statistics are only slightly higher than 20 years ago. (When the Boss is a Woman, 2008)

This statistic draws a question: what is the difference between a man and woman’s leadership style? A few of the most important and valuable leadership traits are: honesty, intelligence, work ethic, decisiveness, ambition, compassion, and creativeness. Is it possible that one could posses more of one trait depending solely on gender?  

After history made its own mark on our present, women are no longer loved and valued for just being feminine. The modern-day female has to work as hard as males to deserve any type of respect or appreciation, but at the same time motherhood responsibilities stayed the same. Maybe those are the reasons why it is so difficult for women to make it all the way up political or corporate leadership ladders? Leaders must be tough enough to make difficult, bottom-line decisions that serve the overall needs of the organization.

Biologically females are more sensitive, emotional, and self-critical than men. Can the biological and psychological traits of women make a negative effect on their leadership style? Do women suffer from a lack of authority? Does a society have a cliché that women can’t be tough and fearless?

Women in Leadership and Communication Styles

The study of language and gender provides additional perspective on women’s leadership gaps. Robin Lakoff’s article titledWomen in Power from the New England Journal of Public Policy states: “Women have a different way of speaking from men. Women’s language is rife with such devices as mitigators (sort of, I think) and inessential qualities (really happy, so beautiful)”.

According to the American Psychological Association, a woman’s leadership style is more like mentoring and coaching, while a man’s style is centered around command and control. As a result, women are more likely to be transformational leaders, helping employees develop their skills and talents, motivating them, and coaching to be more creative. This approach can be very effective in today’s world, when costumer service becomes one of the most profitable types of business. At the same time, this kind of leadership style might not be very beneficial in traditional male settings such as military or organized sports.

Studies made by Alice Eagly in an article titled “The Leadership Styles of Women and Men” in Journal of Social Issues show that the difference between men and women leadership styles is small but significant. “Women exceeded men on three transformational scales: the attributes version of idealized influence, inspirational motivation, and individualized consideration. These findings suggest that female managers, more than male managers, manifest attributes that motivate their followers to feel respect and pride because of their association with them, showed optimism and excitement about future goals, and attempted to develop and mentor followers and attend to their individual needs. Women also exceeded men on the transactional scale of contingent reward. This finding suggests that female managers, more than male managers, give their followers reward for good performance.”

In contrast men exceeded women in transactional scales of active management by expectations and passive management by expectations. “These findings suggest that male managers, more than female managers, paid attention to their followers’ problems and mistakes, waited before problems became severe before attempting to solve them, and were absent and uninvolved at critical times.”

According to the Pew Research Center Social and Demographic surveys, women are more honest, compassionate, outgoing, and creative; all important traits those are a few of the most of effective leaders. So why are most of the leaders in modern America men? In one survey, the public cites gender discrimination, resistance to change, and of course “old-boys club” as the main reasons why women have less opportunities and more challenges to make their way up in organizations. Some of the respondents also mention women’s family responsibilities and their shortage of experience as detriments to a successful career. In the mean time the same research shows that 69 percent of respondents say that men and women are equally good leaders.

Alice Eagly, a Professor of Psychology at Northwestern University and let devotee of gender studies states:

“Even though the research found some differences in management style…the sex differences are small because the leader role itself carries a lot of weight in determining people's behavior. Women are in some senses better leaders than men but suffer the disadvantage of leadership roles having a masculine image, especially in some settings and at higher levels. Stripping organizational leadership of its masculine aura would allow psychologists to get a clearer picture of any true differences between men and women.”

As an answer to my question whether there is a difference between men and women’s leadership style is yes. Women leadership styles can be more effective and productive in today’s less hierarchical organizations, but in the mean time can destroy the traditional male setting in companies. A women’s psychological frame of mind can make them look less powerful than men; but in the meantime dismissing any candidate on the basis of gender not only denies opportunity to talented individuals but also can decrease the amount of genuine leaders in an organization.

References:

Bunker, K. A. (2005, September/October). A Question of Leadership. LiA, 25, 14.

Eagly, A., & Johannesen-Schmidt, M. (2001, December). The Leadership Styles of Women and Men. Journal of Social Issues, 57(4), 781. Retrieved June 9, 2009, from EBSCO MegaFILE database.

Laff, M. (2007, March). THE INVISIBLE WALL. T+D, 61(3), 32-38. Retrieved June 9, 2009,   from EBSCO MegaFILE database.

McKenna, M. (2007, Special Issue: Women). Women in Power. New England Journal of Public Policy, 22(1/2), 7-16. Retrieved June 9,  2009, from EBSCO MegaFILE database.

When the Boss is a Women. (2006, March 22). APA Online. Retrieved May 29, 2009, from American Psychological Association Web site: http://Psycologymatters.org/womanboss.html  

Men or Women: Who's Better Leader. (2008, August 25). PewResearch center publications. Retrieved May 29, 2009, from PewResearch  Center Web site: http://pewresearch.org/pubs/932/men-or-women-whos-the-better-leader

About the author:

This article was written by Yulia Vinnytska. She is a Rasmussen College - Eagan, MN business degree student in her senior year.

*Image courtesy of stockimages/freedigitalphotos.net

This material is copyright protected. No part of this document may be reproduced, in any form or by any means without permission from weLEAD Incorporated. Copyright waiver may be acquired from the weLEAD website.