Uninspiring Leadership

If you want your organization to fail, then as a leader you just don’t have to do anything. If you want the organization to grow and reach new heights, as a leader you will have to work as you would to save your dying child. The latter is indeed difficult and time / energy consuming; but at the end you will have a sense of fulfilment and your colleagues will be proud of you. Employee turnover will not be a concern and neither will enthusiasm be low.

Management students have read the Blake and Mouton Managerial Grid. I never ever thought that “impoverished management” could ever exist. But it does. And the leader just doesn’t have to do anything….in other words the leader doesn’t do anything. The leader is only reactive in terms of lip service. The leader will delegate without applying his/her ‘grey cells’, resulting in inappropriate delegation. To make things worse, there is no follow up on the delegation. The leader will not track performance and will neither be bothered about whether work is happening or not. Forget about checking on productivity….the word ‘productivity’ doesn’t feature in this person’s dictionary.

What are the consequences of such insipid and uninspiring leadership? Initially, performing employees, who have strong loyalty and involvement,  give benefit of doubt to the leader and give some space and time to the leader to get a hang of things. In due course of time, they understand that what they have in hand is ‘impoverished management’. This leader will not walk the talk, will not energize the organization and will not cover your back in times of need. These performers stop performing and begin mirroring the leader. If avenues are available, they will begin leaving the organization.  If not, detachment begins and productivity goes down the drain. The helpless leader just watches.  He/She does not have the capacity to reverse brain drain.

Leadership is a different ball game all together. A mediocre performer is unlikely to be a good leader. An individual high performer also does not necessarily equate with a good administrator. Knowledge, vision, integrity and ability to inspire and energize the team are the key ingredients. Sprinkle ‘risk taking ability’ and ‘commitment to the organization’….you have a desirable leader. Add articulation and presentation skills, you have a leader that followers will be proud of. Followers are thirsty for a leader who they can follow to the end of the earth. Do give them such an opportunity.

If you want to destroy an organization, just place an impoverished manager.