Whether an organisation is trying to transform its fortunes or pursue growth, success depends on the ability of those leading the organisation to successfully implement the strategy and create the right culture.
This transformation requires leadership skills but, equally, it needs leaders to display the right behaviours and attitudes (the right leadership mindset if you like). Experience tells me, though, that even the most capable and technically accomplished leaders struggle from time-to-time to find the right behaviours and attitudes. Those behaviours and attitudes that:
- Empower, inspire and engage others
- Embrace change and seek continual improvement
- Promote creativity and innovation
- Address, with clarity and objectivity, strategic challenges, messy complex problems and barriers to progress.
Mind the Gap
What makes this such a complex issue, though, is that leaders often don’t recognise their own gaps and shortcomings, or the extent to which their attitude and behaviour are influencing the results they see (they assume all problems are caused by external factors). They may also feel powerless to address the problems they face, and simply bury their heads hoping that transformation and success will somehow miraculously happen of their own accord!
Don’t get me wrong, sometimes doing nothing and allowing things to unfold naturally is very wise. Often our desperate attempts to control all outcomes simply lead to unintended consequences. That said, doing nothing deliberately is different from living in denial. One is strategic flowing from acceptance of the situation. The other, denial, is simply avoidance, which allows problems to fester and remain unresolved.
Why might leaders not display the right leadership attitudes and behaviours?
Years of experience have highlighted a multitude of reasons why leaders may not be displaying the right behaviours and attitudes or lack the right mindset to transform their team or organisation and achieve sustainable success. Some common reasons I help address regularly include:
- They have fallen out of love with the organisation or their role. Even if their income needs are met, their role may no longer give life meaning or offer opportunities for growth (what Maslow referred to as “self-actualisation”). Just because they own the business doesn’t guarantee that the passion and enthusiasm they had at the outset will last forever. People change.
- They are paralysed by fear of failure, making a mistake, the unknown and the inevitable threats and risks that are inherent within all organisations. Procrastination is a debilitating condition and a powerful signal that a change in approach is needed.
- They lack self-confidence and self-limiting beliefs, about their worth or capacity to make a difference, hold them back.
- They are burnt out from what they see as the relentless pressure from the past and overwhelmed by the perceived challenges ahead. The technical term I use to describe this condition is “frazzled”!
- They lack the skills, knowledge and experience needed to develop effective leadership behaviours and attitudes. Very often, leaders become leaders because they are great at delivering the product or service. However, the technical capabilities they have developed may not have prepared them well for a leadership role. Ultimately, we are all limited by our own experience which is why collaboration and learning are so important to growth and transformation.
How do I develop a leadership mindset and the behaviours and attitudes that support transformation and growth?
It is best to think of this as a journey as there is sadly no silver bullet or quick fix. The starting point though is self-awareness. The recognition that something needs to change and, importantly, that the change needs to start within. Although knowing what or how to change may not be immediately clear, the recognition that change is needed creates the all-important commitment to action.
This is where we come in. Our work promotes and nurtures self-awareness. We equip leaders with the tools they need to identify their gaps and overcome the barriers they face to personal growth. Through a combination of coaching, mentoring and training we support them (and challenge them if necessary) as they transform their approach to leadership.
Don’t get me wrong, though, this journey is not without its challenges. Developing self-awareness can be a scary and uncomfortable process and it is vital it doesn’t lead to blame, shame and self-judgement. No one wants to hear that they are part of the problem! The gift of self-awareness is like lifting the lid on Pandora’s box. There is no going back. But, we are there to guide, reassure and energise leaders on their journey as they wrestle with potentially thorny and uncomfortable issues and develop the insight, wisdom and resilience they will need to find enduring success.
Importantly, we are there to remind them that the fear and discomfort they feel is a positive thing as it signals that they are right where they need to be to learn and grow! Also, confronting and embracing their own vulnerability is not a weakness but a strength. Humility, self-compassion, and recognising that they are only human after all, connects them with others and helps build trust in their leadership.
Start your transformational journey today! Contact Jonathan Timmis at [email protected] and take that all-important first step to transform your leadership and your organisation. Jonathan is an experienced executive coach, mentor and leadership trainer with over 25 years of experience supporting business owners and leaders to achieve long-term sustainable success.