Comments on: Leadership and relationships http://www.barrywinbolt.com/2010/01/the-keys-to-true-lkeadership Workplace relationships and conflict resolution Thu, 06 Oct 2011 10:38:01 +0000 hourly 1 http://wordpress.org/?v=3.1.3 By: Rick http://www.barrywinbolt.com/2010/01/the-keys-to-true-lkeadership/comment-page-1#comment-11 Rick Mon, 15 Feb 2010 13:27:49 +0000 http://www.barrywinbolt.com/?p=121#comment-11 I only wish it were true of all bosses. Although at the same time as 'almost obsessive focus on the relationships with those around them' its also necessary to give people space, isn't it the best way to learn by making mistakes. A child that touches a hot kettle will learn never to do it again, even though the caring parent has told them many times about safety. So where do you draw the line with your leader, can your leader afford the time and money for you to make mistakes, so that you can learn from them? The relationship with your leader needs to be one where you are felt recognised and valued, know the boundaries, take confidence from the fact that your leader will back you all the way when you are saying something people do not want you to hear. Too many leaders have the need to impress their authority and suppress creativity by keeping them in the safe zone. If we all keep within the safe zone we would be riding horses to work and not driving in cars. Giving credit to a member of your team, rather than claiming the glory, should be seen as a key tool in the leaders bag. There is a significant culture of 'preparing decks for your boss' that is rife throughout the whole chain of command, is this the right way we are encouraged to grow? I agree that in order to move up, you need to focus on what's below you, a leaders job is to lead, show people the way. It also has to be noted that not everyone want to be lead, or indeed progress, many people are just happy the way they are inside their own boundaries, forcing a development plan on them will not encourage the right behaviours. I only wish it were true of all bosses. Although at the same time as ‘almost obsessive focus on the relationships with those around them’ its also necessary to give people space, isn’t it the best way to learn by making mistakes. A child that touches a hot kettle will learn never to do it again, even though the caring parent has told them many times about safety. So where do you draw the line with your leader, can your leader afford the time and money for you to make mistakes, so that you can learn from them? The relationship with your leader needs to be one where you are felt recognised and valued, know the boundaries, take confidence from the fact that your leader will back you all the way when you are saying something people do not want you to hear.

Too many leaders have the need to impress their authority and suppress creativity by keeping them in the safe zone. If we all keep within the safe zone we would be riding horses to work and not driving in cars. Giving credit to a member of your team, rather than claiming the glory, should be seen as a key tool in the leaders bag. There is a significant culture of ‘preparing decks for your boss’ that is rife throughout the whole chain of command, is this the right way we are encouraged to grow?

I agree that in order to move up, you need to focus on what’s below you, a leaders job is to lead, show people the way. It also has to be noted that not everyone want to be lead, or indeed progress, many people are just happy the way they are inside their own boundaries, forcing a development plan on them will not encourage the right behaviours.

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