The Dead-End Leadership

What the heck is this?

There is this saying that “ideas don’t fail, people fail in the idea”, do you believe it?

We are living in the most fastest generation, where the biggest surprises can start and finish in just a minute, everything is changing in a swift and surprisingly the human mind is adopting to these changes.

There is still one area that seems to be slow to these changes, the area of “leadership”, but in this context we will consider organizational leadership.

Leaders in the past century adopted a leadership style that commanded respect and admiration which most times are the product of “fear”, it was successful and it worked for them, but will this kind of leadership work in today’s world?

The dead-end leadership is the kind with an illusive future, but deep within is going nowhere. The dead-end leadership it’s like entering a bus but you don’t really know where this bus is heading to, the amazing thing is that, sometimes the majority of the people in this bus are all smart, but at the end of the day, the organization fails.

What really is the problem? Why do even the smartest of CEO’s and team fail?

The reason is the dead-end leadership.

No shared vision

The beginning of the dead-end leadership lies in the vague understanding of the organizational vision, people working for the organization but don’t know why they are working. This can be disastrous if the organization just starting up.

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Leaders in this category can be said to be skeptical or rather uncertain about where their own organization is heading, it is the simple scenario of the blind leading the blind.

As much as vision statement tries to do justice to explaining long term organizational goals to the general public and employees, a written statement is just a written statement, it barely communicates.

The well communicated vision sits at the heart of every employee, that is why the greatest index for measuring the effectiveness of organizational vision is the level at which even the least employee understands it, not necessarily reading it out loud.

A vision gives real employee the reason to dress up every morning and come to work without being bored or hating their job, and this is very necessary regardless of the organizational size, therefore when this act of sharing vision is negated, there is a dead-end leadership coming in place.

No coordination and cooperation

Nothing great is achieved until there is a strong coordination of thoughts, energy and passion.

You can have the smartest people in the team and still have the wrong team, of course every wrong team fails.

Good leaders do not just know how to source for the right people, they know how to coordinate their differences and expertise correctly into the stated vision.

One of the most difficult leadership dealings is team management, human management, it’s a lot easier to manage machines than human, this is where emotional intelligence come to play, unfortunately most dead-end leaders lack this skill.

The topic of empathy cannot be overemphasized, a good leader must read meaning into people’s heart before hearing their voices, it sounds easy, but it’s difficult.

Dead-end leaders don’t know how to deal with weaknesses nor maximize strength, they simply lack the act of coordination.   

Only the Boss

Have you ever worked in an office where the boss controls all the department and department leaders, all in the quest to prove a point or gain respect.

Leaders of the modern century must understand that respect is earned not bought.

The reason for the chain of order in any company is not to bound the people, or create the robotic working environment, just like the name says, the ultimate goal is to bring about “order”.

Orders are not instructions, don’t get it wrong.

From the CEO, to the board of investors, the managers to the heads of departments, that is the order we are talking about, where everyone, though in the same order, the same company, but have their independent bodies.

Nobody is controlling another, but in one way or the other are complimenting each other.

Dead-end leaders assume the “boss” position and make judgement from that perspective, and this always leads the company to a disaster.

How to avoid the dead-end

The simple steps is to take a reverse direction in all the above listed examples.

Firstly, as a leader, you must understand that your primary goal is to share the vision in a manner that will serve the positive purpose

Secondly, learn how to coordinate the diverse energies around you into doing something great, rather than judging human weaknesses, look out for their strength and make the most of it.

Answer the “boss” if you have to, but be a leader, because it is a game of leadership..

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