Steering our Leadership Wheel
FYI! Internal Politics. Unless yours is a one person business and you deal only with customers and suppliers who are also one person operations - you’re bound to get involved in internal politics. There are lots of resources to help you - books, CDs, seminars and communication consultants to name a few. Don’t waste your time. Try common sense instead. Successfully handling internal politics is easy of keep your opinions to yourself, be seen as someone who will keep their secrets, and never critique or offer an opinion. If you’ve got to talk about all the intrigue at your company or that of your customers and or competitors - get a dog.
“The winds and waves are always on the side of the best navigators.” — Edward Gibbon, English Historian Leaders look beyond the current situation - beyond what is to what could be. That’s why leadership is all about change. It’s why leadership is action, not a position. Growing our leadership is also a dynamic process. It begins at the center of our being and develops in multiple directions, each represented by the timeless leadership principles described in The Leader’s Digest. This “hub and spokes” model is the basis for The CLEMMER Group’s Leadership Wheel. Each part of the wheel corresponds to an area of leadership. At the hub of the wheel, we have the vision, values, and purpose with which leaders effectively focus their teams and organizations on the core of their being (Chapter 2: Focus and Context). Leaders also take initiative and do what needs to be done rather than waiting for “them” to do something (Chapter 3: Responsibility for Choices). Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders lead with heart and rouse team or organizational spirit (Chapter 6: Spirit and Meaning). Leaders grow people through strong coaching and continuous development (Chapter 7: Growing and Developing). Finally, leaders energize people by building strong teams, inspiring, and serving (Chapter 8: Mobilizing and Energizing). The wheel model provides a metaphor for situations faced by an organization. For example, just as a wheel’s weight-bearing ability depends upon the strength of its hub, so too does the strength of an organization’s hub (or core values) determine the weight of the performance and change issues that it is able to carry. FYI! Competition, we all have it. The questions how to differentiate ourselves from them w/o sounding phoney or self-important. I suggest you talk about your company and how it services its customers (and how it has done so for x number of years if you’ve been around awhile) and by extension how you will serve them in today and in the future.
The wheel also represents the circular nature of leadership - there is no beginning or end. Each of the supporting leadership principles around the outside of the Leadership Wheel are interdependent and interconnected. If our team or organization develops all the leadership skills, the wheel is well-rounded. If it is deficient in one or more of these skills, the ride may be a little bumpy. FYI! The directive leadership style is the style most people equate with “strong” leadership.
Excerpted from Jim’s bestseller, The Leader’s Digest: Timeless Principles for Team and Organization Success. View the book’s unique format and content, Introduction and Chapter One, and feedback at http://www.theleadersdigest.com. This book is a companion book to Growing the Distance: Timeless Principles for Personal, Career, and Family Success. Jim Clemmer is an internationally acclaimed keynote speaker, workshop/retreat leader, and management team developer on leadership, change, customer focus, culture, teams, and personal growth. His web site is http://www.clemmer.net/articles. Realize Your Personal, Professional, and Business Potential With A Little Help From Your Friends. Leave a ReplyYou must be logged in to post a comment. |
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