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from Kathy L.:
“Why, with Ken Blanchard, John C.
Maxwell, and Warren Bennis books in abundance, do most people in leadership
positions have no clue what to do?”
question! It’s simple, to the point, and really makes you think.
I think there
are a number of possible reasons:
positions) really don’t read books about leadership. Even if there was a way to find out
how many managers there were in the world at any time, I’m sure that number
would be way bigger than the number of leadership books sold. I ask new and
current managers all the time how many leadership books they have read in the
past year, and most of them, if they are being honest, haven’t read a single one.
A lot of them may have actually purchased a book or two, and display it in their
bookcase, but the pages don’t look like they’ve been turned.
2. They are reading the wrong books.
the bestselling books in the leadership & management section in Amazon are
written by successful business leaders, like Steve Jobs or Sheryl Sandberg, but
being a very successful business person doesn’t qualify you to be an expert in
leadership. For all of his visionary genius and contributions to society, many
believe that Steve Jobs was a horrible role model for leadership. That’s not
the book I’d want to hand out to my management team to teach them how to lead,
but I know of a few CEOs who have.
3. The books are all wrong (not!)
actually wrong, but it doesn’t stop people from coming up with new models and theories
of leadership every year, each one claiming to be better than the other guy’s.
This is where the expression “leadership by flavor of the month” comes from.
4. Reading doesn’t always translate
into behavior change.
lot more to leadership development than reading a good book or two. Yes,
understanding the “what” and “how” are a good start, but it takes years and
years of training, continuous practice, feedback, and more practice to get
really good at it.
idea how they come across to others.
Yes, we truly
are clueless when it comes to the impact of our behavior on others. We tend to
assess ourselves based on our intentions, while others assess us by what they
see and hear. That’s why absolutely critical for leaders to find
ways to get continuous feedback,
are really good at something other than leadership.
same old story – organizations promote the top sales person to a sales manager,
even though the behavioral profiles for a successful sales person are almost
the opposite of a successful sales manager. Then, instead of approaching their new role
like a new profession, they just keep doing what they have always done that’s
made them successful.
not as easy as it looks, or as easy as the books tell you it is. Leadership
roles are chock full of dilemmas with no clear cut answers. These are highly visible
positions, which magnify every mistake. I also think managers are often held to
an unrealistic standard when it comes to leadership, standards set by all of
those leadership books out there that describe the 72 things a leader has to be
group of 20 people what “leadership” means, and you’ll get 20 different
answers. So if there is no universal, consensus definition of what leadership
is, how the heck can we assess if someone is good at it or not?
will often read a good leadership book, or attend a training program, and get all
excited about trying out some new leadership behaviors. However, when they do,
they are directly or indirectly punished for going against the norms of an
organization’s culture. Culture eats books for a snack.
attended a fascinating
webinar by MIT Sloan Professor Nelson Repenning that explained why proven
capability building processes and tools like LEAN and Six-Sigma often go unused.
I think it may help explain why when a manager learns a new leadership skill –
then tries to use it, expecting immediate improvement and doesn’t get it, they
give up and go back to what they are comfortable doing. It’s not just that
leadership is hard and takes a lot of practice – it’s that we need to set the expectation
that anytime we try something new, our performance will actually drop in the short term, but improve in
the long term. People and organizations are psychologically biased towards
short-term results, and don’t have the patience or tolerance to do what it
takes to build long term capability.
there are other reasons – please leave a comment with your thoughts.
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