{"id":3508,"date":"2019-01-08T12:19:40","date_gmt":"2019-01-08T19:19:40","guid":{"rendered":"https:\/\/www.karlbradley.com\/?p=3508"},"modified":"2019-06-05T21:49:03","modified_gmt":"2019-06-06T03:49:03","slug":"followers-or-joiners","status":"publish","type":"post","link":"https:\/\/www.karlbradley.com\/index.php\/2019\/01\/08\/followers-or-joiners\/","title":{"rendered":"Followers or Joiners?"},"content":{"rendered":"

\u201cYou know you\u2019re a good leader when people follow you if only out of curiosity.\u00a0 The spark of trust is the difference!\u201d\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 -Colin Powell<\/p>\n

These words sent me on a whole new discovery path of what it truly means to be a great leader.\u00a0 We’ve all seen graphics detailing the differences between a “boss” & “leader”.\u00a0 There are indeed many distinct qualities separating these roles with the primary being responsibility.\u00a0 The more of it you have in any given enterprise can define the overarching role you provide.\u00a0 What many have discovered is that you can be an amazing “boss” but ineffective as a leader.\u00a0 Leadership is the choice to positively influence those around you regardless of position, title, standing, rank or responsibility level.\u00a0 The journey to discover your individual leadership style takes intense focus, self-awareness & humility.<\/p>\n

\"boss-vs-leader\"<\/p>\n

This graphic depicts a “boss” as more negative than the “leader”.\u00a0 In my way of thinking, this isn’t necessarily true.\u00a0 Our effectiveness exists on a sliding scale.\u00a0 After all, we’re human & our abilities in either role remain a challenge on a day to day basis.\u00a0 The measure should reside in our commitment to getting 1% better every day, improve the value we bring to the enterprise & inspire those we work with.\u00a0 People trust the most consistent behaviors we display…get caught doing amazing things for others!<\/p>\n

In the pursuit to learn more about leadership & management, reaching out to “experts” in the field led me to connect with Don Shapiro of First Concepts Consulting.\u00a0 We had a great conversation about our mutual favorite topic…leadership!\u00a0 Here’s his site where you can find out more about his offerings, thought leadership, etc…<\/p>\n

First Concepts Consulting<\/a><\/p>\n

During our conversation, he had two important insights…<\/p>\n

*Over the last 20 years (or so), there has been an almost exponential increase in the focus<\/span> on leadership.\u00a0 Ok, maybe exponential goes a bit too far, perhaps a 10,000% increase is more accurate.\u00a0 Regardless of the number, our collective perception tells us it that’s it been a lot!<\/p>\n

*Over that some time period we haven’t gotten significantly better at employee engagement & retention.\u00a0 The Gallup organization has been surveying employee engagement for many years now, here’s a link for reference…<\/p>\n

2017 Gallup Engagement Survey Results<\/a><\/p>\n

At best these are complex topics &\u00a0if these points are true, why are they important?\u00a0 It’s interesting to note that U.S. companies spend more than $15 billion annually on leadership development programs, according to a 2014 Bersin by Deloitte study<\/a>.\u00a0 What?\u00a0 Wow!\u00a0 This debate could be as lively as 2 football coaches having a chalkboard war over the best offense\/defense!<\/p>\n

Here’s a post about employee retention & how it differs from turnover.<\/p>\n

Retention Rate vs Turnover<\/a><\/p>\n

On-boarding new employees can take primary job focus away from veteran employees to help train others.\u00a0 Shouldn’t this be the case?\u00a0 The folks at NextJump<\/a><\/em> have created an environment where once you’ve been hired you can’t be fired…you’ll be coached!\u00a0 Such a great concept that fits with Jim Collins book “Good to Great<\/em>” of first getting the right people on the bus then figuring out where they should sit.\u00a0 This has led to employees feeling safe to bring their whole selves to work while encouraging team collaboration.\u00a0 Fear destroys human initiative, thus we should strive to support a “feel safe” environment over one that encourages “be safe” activities.<\/p>\n

They also developed an app to provide consistent real-time feedback for employees.\u00a0 This supports their coaching culture & commitment to it.\u00a0 It’s available for free here…<\/p>\n

NextJump Feedback App<\/a><\/p>\n

This app is a wonderful tool with great analytics but (you knew it was coming) nothing should replace face to face interaction.\u00a0 Less complicated relationships follow because eyeball to eyeball is better…period.\u00a0 The folks at Menlo Innovations<\/a> call this technique “high-speed voice technology” & supports their goal of seeking joy<\/em> through their hard work together.<\/p>\n

As already stated, leadership is about influence.\u00a0 Don emphatically states: “True leaders seek joiners, not followers.”\u00a0 When the environment encourages employees to lead using their individual “super-powers” everyone’s growth journey can begin.\u00a0 Figuring out your leadership influence talent(s) can be the key to unlocking the team’s potential.\u00a0 In our conversation, Don shared his realization of “voluntary influence” which details\u00a0how great leaders influence people to voluntarily join with them, not follow them.\u00a0 The age of gaining “followers” as the measure of effective leadership\/management is coming to a quick end with knowledge work dominating the job market.<\/p>\n

Does the structure of the company really matter?\u00a0 The short answer is that most of the time it does but the environment matters more!\u00a0 If every measurable that has to do with company success hinges on leadership then how it’s structured matters less.\u00a0 By in large, people don’t leave company structures they leave because of a poor manager\/boss\/leader.\u00a0 When employees feel as though they work “for” someone engagement\/retention can suffer.\u00a0 Likewise, when leaders have the courage to care about others who work “with” them the numbers trend in a more positive direction.<\/p>\n

So why has the increase in leadership development not yielded more positive results?\u00a0 There are just as many reasons as there are companies.\u00a0 The actionable aspects of any leadership development\/training program are the most difficult.\u00a0 Training prepares us for “known” aspects of life.\u00a0 Education prepares us for the “unknown”!\u00a0 Great consultants, like teachers, will provide both & help with goal accountability. When we connect the best parts of our diverse human capital & create an environment where people feel safe, the extension of their collective talents can be realized.\u00a0 Amazon, Whole Foods, Chick-fil-a & others don’t hire better people, they get the environment right to support their desired culture.\u00a0 These efforts attract & retain great people who can, in turn, become great leaders themselves.\u00a0 This also has a very positive impact on employee engagement as they realize there isn’t work & life there’s just life.\u00a0 Being part of something bigger than ourselves to make the world better engages passions toward team success.\u00a0 Isn’t this the place we’d all like to work?<\/p>\n

Call to Action!<\/p>\n

If you’d like to find out more about the kind of environment you’re creating as a leader who cares, please check out what the folks at RiddleBox<\/a> are offering & contact me to get started with one of the easiest, most actionable platforms available!<\/p>\n

All the best,<\/p>\n

Karl<\/p>\n

Follow Karl Bradley on WordPress.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cYou know you\u2019re a good leader when people follow you if only out of curiosity.\u00a0 The spark of trust is the difference!\u201d\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 -Colin Powell These words sent me on a whole new discovery path of what it truly means to be a great leader.\u00a0 We’ve all seen graphics detailing the differences between a “boss” & […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","om_disable_all_campaigns":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[1],"tags":[],"class_list":["post-3508","post","type-post","status-publish","format-standard","hentry","category-uncategorized","post-preview"],"yoast_head":"\nFollowers or Joiners? 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