4 The Leader In YOU!

One of the most often repeated phrases in the study of Western Civilization is, “Know Thyself.” It has been said that the key to all knowledge is self-knowledge. In our conversation on leadership, I intend to help you see that your ability to understand your team’s behavior is based almost exclusively on how well you know them. However, you cannot really know your people until you have the requisite knowledge of who you are.

Many times people in leadership positions tend to look at others as the source of problems, shortcomings, and lack of achievements. As we begin, I challenge you to embrace this journey of self-discovery. I challenge you to evaluate your own attitudes and beliefs and the behaviors that manifest them before you examine those on your team.

I recall an experience I once had with a stern supervisor. After one of their subordinates failed to complete what the supervisor felt was a relatively simple task, I heard the exasperated, frustrated supervisor say, “One of Us Is Crazy!” Initially, I chuckled to myself when I first heard the comment. Then, a most profound question entered my mind…”Yea, one of you is crazy but which one?”

The more I thought on the question, its significance was more and more apparent. It occurred to me that the supervisor had already made up their mind that the subordinate was the one with the problem. Years later, I am not inclined to believe that either of those people would be diagnosed with mental disorder. I have come to realize that the issue was not a lack of medication, but a lack of communication. At the root of that lack of communication was a lack of understanding. The supervisor did not truly understand the subordinate. The supervisor did not understand why such a simple task was left undone; did not understand how such straightforward instruction could have been misunderstood.

You may have had similar thoughts or experiences at one time or another. This supervisor (like most of us) looked outside of himself for the answer. This is the main reason why there were no answers. Because the supervisor never considered his own culpability, he never had a chance to truly understand the person he was leading.

What was the result? The result was anger, frustration and above all an incomplete task. My mother always told me that if you point your finger at someone, there are three pointing back at you.

Are you a dominant, aggressive type of leader? If so, do your team members see you as intimidating, impatient and insensitive? Are you a visionary, big picture type of leader? If so, do your people see a superficial leader who misses important details? Are you “steady as she goes” kind of a leader? If so, does your team see an indecisive hesitant leader? You might be a meticulous manager. If so, your followers might see a unapproachable manager who is too tied to “the rules.”

If you team sees you as your worst you rather than your best you; simple tasks go undone and easily achievable goals go un-reached. Teams who see their leaders in their worst light are motivated to be their worst selves. Teams who see their leaders in their best light are motivated to be their best selves. Which team do you want? Know yourself so you can know your team. This was:

4 The Leader In You!