Where Are You? Where Do You Want to Be?
Ever notice some people gravitate toward positions of leadership? I'm not talking about the people who want all the attention and praise, but rather those who are truly viewed and respected as leaders.
They seem to have a magnetic attraction, not necessarily because of their position or title, but because of whom they are. Sometimes it isn’t “who they are” as much as it’s “who they’ve become” and the skills they’ve developed (either naturally or through coaching).
But the path to leadership isn't always well mapped out. Different organizations and even different individuals all expect something different from their leaders.
Leaders DO get it wrong sometimes, and often need to modify and emphasize certain behavioral traits, while shoring up weaknesses and abandoning certain traits altogether.
A genuine, results-oriented leader understands people connect on either a systemic, extrinsic, or intrinsic level, and a great leader is able to move fluidly between all three levels depending on the circumstances, emotions and individuals involved.
Here are the three levels of leadership. Where are you? Where do you want to be?
Level One – Title (Systemic)
Your influence will not extend beyond your title. No one takes what you say seriously unless it is associated with your realm of authority. Staying at this level will result in turnover, job dissatisfaction among your direct reports, and/or people overlooking you for advice. People roll their eyes when this type of leader shows up. If you constantly find yourself on the outside of the “goings on,” it could be because you’re only a title leader.Level Two – Teamwork (Extrinsic)
People follow this type of leader because work is fun and enjoyable. This leader has followers by choice, not just by title, and people follow beyond this leader’s stated authority. People who have played team sports understand this leadership, and many prefer to work with and for those who have played team sports. One warning though: Staying at this level for too long will result in restlessness among highly motivated direct reports, who may seek opportunities for better career growth.Level Three – Treasure (Intrinsic)
This leader engenders deep respect without demanding it. Leadership at this level is developed over years, and people follow because of who the leader is and what he or she represents. People follow this leader because of his or her contributions to individuals since they develop people to a higher potential. When an organization has a large number of Level Three leaders, it will experience long-range growth. You should do whatever is necessary to achieve and stay at this leadership level.Where are you in this hierarchy of leadership? Where do you want to be? Resolve that you will strive to become more than just a title leader or a team builder.
Each person has an operating range for leadership, and where you are today isn’t necessarily where you will be three years from now.
Set a goal to become the leader you should be — the leader your organization, company, or family needs.
