Leaders to Avoid
Knowing which leaders to avoid emulating is as important as knowing which ones to follow.
Who we follow influences our behavior positively or negatively and can impact career development. While we can learn something from every leader, a wise leader limits exposure to those in charge who lack vision or treat people poorly.
Emulating the wrong people is a dead end. To become the leader others want to follow reduce time spent learning from authority figures who are unstable, lacking vision, or mean.
Unstable Leaders
Building something that endures requires a solid foundation. So it is with leading.
Knowing what we believe and why provides security in decision making. Principled living is the authentic pathway to leading others.
Therefore, we do well in avoiding following people who cannot articulate their core value. Especially avoid those who seem to know them, but do not live by them.
Trust the actions of people.
Actions flow from character. While the situation today is stable, times change. The underlying character of a person shines most when tested; especially under pressure.
My observations have shown whatever is deep inside a person comes out eventually. Doesn’t it ring true? When it comes to the one you follow, if you aren't sure what might come out when tested, is it worth the risk to find out when stakes are high?
Leaders Lacking Foresight
It is amazing how many of us follow people that don't have an idea of what the future they are leading us towards looks like.
They seem to live by the Winnie the Pooh philosophy,
"I always get to where I'm going by walking away from where I've been."
While I love the Pooh Bear since childhood, I would not make him my leader.
When we follow people without a vision we are sure to get lost.
None of us desire spending precious time on the side of the road without enough fuel to get us to our true destination. Better to go with the leader who has a clear vision aligning with our values on a mission we believe in.
The Mean Leader
To the empathetic leader, observing those in charge hurting others is difficult to stomach.
Disrespect, bullying, or passive aggressive behavior is not to be ignored. While we may not be able to stop the destruction without help, we can get out of the way and get as many people to safety as possible. Protecting is our responsibility.
Hurt people, hurt people.
Those with deep problems or low EQ struggle to create safe places needed to build brighter futures for our organization. Better for us to identify new leaders to follow.
Conclusion
Don't misunderstand, we are all responsible to grow our leadership capacity. It is a journey after all.
Some people are still building their foundations. Others have yet to find a dream big enough to inspire others to join them.
What do you do if you have yet to uncover the person possessing a dream big enough for you to feel inspired?
Perhaps the leader that you have been looking to follow is you.
Could it be time for you to become the leader others are waiting to follow?
Learning to Lead by Warren Bennis & Joan Goldsmith is a solid resource to help new and experienced leaders grow their leadership capacity.
