I am consistently amused by those who try to take a definitive position on the appropriate placement of women in leadership roles. In fact, I am amused, if not sometimes concerned, when anyone takes hardline positions on most anything. There are simply too many variables to say ?always? and ?never.? Yet, you hear such pontificators every day.
I?ve studied a bit about leadership and the only conclusion I can draw is that each and every person comes to the leadership role with their own set of unique assets, experiences, and attributes. While, certainly, science has drawn some broad conclusions about ?typical? people and ?usual? outcomes, people are simply not that predictable. Most men act like ?men? (whatever that means) and most women act like ?women? (again, whatever that means), but these generalities are not very helpful in predicting leadership success or failure. As the saying goes ? Yes, you are unique. Just like everyone else.
What do you bring to the leadership table?
Whatever your formal education, your work experiences, your innate skills, or your missing elements, you are as entitled to seek a leadership mantle as anyone else. Not everyone seeks major leadership roles, and that is fine. All organizations need leaders at all levels of the organization. With the wise move to integrated performance teams, shared leadership is common in most organizations today. Everyone is expected to lead to the best of their ability even if their leadership extends no further than their personal self-discipline. Which highlights a very critical point ? you are already a leader. You might lead your family?or a charity or a work project or any number of other things but as a bare minimum ? you lead yourself. And like all leadership roles, you may do that well or very poorly.
So rather than lament that fact that you were born male or female or black or white or Asian or liking sushi or being lactose intolerant or anything else (yes ANYTHING else) about you, you have a leadership role that you can grow as large as you choose to grow it. And that is the key. Once you select a comfortable span of leadership, can you sustain it and, hopefully, grow it? ?
Many people are placed in leadership roles. That does not make you a leader. As Goffee and Jones have noted:
If you are lucky enough to be put into such a role, do you ask yourself, ?Why did they choose me? What if I can?t perform in this role?? Or do you ask, ?What must I do to properly grow into this leadership role and become a sustained leader?? Clearly the first question you ask yourself will influence what happens next.
?How do I grow as a leader?
In my research, I have identified 229 different elements of leadership. No one is perfect in all of them and everyone has a unique set of elements where they have already shown different levels of success. To sustain that leadership, to grow into your new leadership role, there are several things you can do immediately. First, consider your natural and already developed traits. Know yourself.
Do you exhibit good character or do you have a collection of company office products at home?
Do you have the appropriate level of competence or do you need to learn more about the operations of your new team?
Do you have the appropriate level of compassion toward those you lead, or do you put people down in public?
How good is your communication? Are you comfortable expressing your vision, or does your public persona ?er? and ?um? every time all eyes in the room are on you?
What level of commitment do you have to the overall vision and mission? Does the vision you have developed for your team align with the overall organizational goals or is the team confused and befuddled by your vision and their role in fulfilling it?
These five elements ? Character, Competence, Compassion, Communication, and Commitment ? combine to form the backbone of leadership. All leaders should review these traits regularly, spending time to dig deeper into the lower level elements to assess their performance.
Staying on Track
There?s another assessment of your leadership skills, something I call the Essential Leadership Journey Checkpoints (ELJCs). These are:
Being a constant learner
Developing situational awareness
Being focused and disciplined
Developing other leaders
As you review all 229 elements, you might select others where you believe you need more development as a leader. That?s fine. In fact, that decision reflects a level of self-awareness that is a positive leadership trait.
These seven ELJCs reflect seven areas where people in leadership positions most commonly fail. You may be able to retain your position for a season, but an inability to master these seven will ultimately cause your leadership to become unsustainable. Character includes the elements of honesty, integrity, and knowing yourself. A leader who does not engage in constant learning will soon atrophy and become a dinosaur with technology, among other things. Being a regular reader and exposing yourself to new opportunities are essential parts of this element. A sustained leader develops their observational abilities to be able to assess a variety of situations as quickly as possible. Whether it is negotiation posturing, the level of talent that is available, or a specific developing opportunity, the sustained leader will gather facts quickly and choose a course of action. Being decisive allows for progress on goals without undue delay. A focus and disciplined approach to the tasks at hand prevents wasted resources and ensures that the goal is achieved ? the final product is delivered as promised. A leader?s vision inspires the team toward a positive goal, and through example and formal development, on the job and in more structured environments, the sustained leader ensures that there is a strong cadre of developing leaders to assume more responsible leadership roles. Each of these is critical to sustainable leadership.
Identifying Areas of Weakness
A particular trait of yours might be another area that could derail your leadership journey. Are you a narcissist? Often such people get ?seen? and are put in leadership roles, but their hubris and ego cause their followers to abandon them. Do you procrastinate and allow yourself to be paralyzed through successive rounds of analysis? A bias for action is a favorable leadership ability. Or is your paralysis most on display when you attempt to speak to larger groups? Do you hold a sense of privilege over your position, or do you try to manage by rumor and gossip? All of these are examples of where leaders have failed, sometimes spectacularly!
Look for your areas where development will enhance your leadership.
Engage in constant learning and improve your leadership abilities.
Where Do I Go From Here?
Whatever your starting point, your set of strengths and weaknesses, or your personal background, you have the potential for leadership.
When you look around at the state of leadership across the world today there is something very puzzling. We have leadership institutes and think tanks. There are courses of study and college degrees. Leadership development is one of the major training expenses in many organizations and more than 1000 books on leadership topics are published every month. Why then does there seem to be such a lack of leadership in business, government, and charities? In Jeffrey Pfeffer?s recent work Leadership BS he notes that both the development and selection of leaders across society seems to be badly broken. I agree.
The determining factor for success is your personal choice. Do you want to develop yourself as a sustained leader or not?
The solution? Changing the world, one leader at a time.
It?s your turn.
Sustained Leadership WBS
Never before in the leadership literature has such a comprehensive review of the attributes, traits, characteristics, abilities, and practices been so well developed. Using a Work Breakdown Structure approach borrowed from project management disciplines, Sustained Leadership WBS takes that metaphor a step further in defining the scope of work in building a leader. It provides the necessary ?Work Breakdown Structure Dictionary? that provides a proper lexicon for discussing leadership and giving everyone a proper roadmap for the personal development. Sustained Leadership WBS can be purchased wherever books are sold online or in-store.
It?s no secret. I am a proud Mom. My tween is on the honor roll. She made the basketball team at a new?school. She has this amazing philanthropic spirit. And most days, my daughter can tolerate hanging out?with her YouTube-confused, middle-aged Mom.
After her birth, I was prepared for the challenges that lay ahead. Teething. Potty training. Pre-algebra?homework. But even in a modern society, I never imagined to be surrounded by road blocks ? in and out?of work.
We as women continue to battle obstacles most men rarely experience. These hurdles are not limited to?the workplace. We have been raised in a culture where men are historically placed in a higher echelon.
However, not all of the blame lays with society. I recently attended an event where two female CEOs?spoke about love and children and left the audience with no actionable lessons. They stereotypically?walked right into the clich?d ?working mom? trap.
Then there was the Dreamforce panel in which the moderator – a woman – ignored the successes of its?female participants and proceeded to patronize them throughout the interview.
Being a working mom, I often am asked, ?How do you do it? Isn?t it hard??
Let me tell you what is hard. Work is. Parenting is. But you know what else is difficult? Pitching new?business to a potential client. Drafting a blog post when you have the worst case of writer?s block.?Driving through rush hour traffic to make a parent-teacher conference.
So my question is, ?How do any of us do it??
I have the same ambitions as my childless co-workers. And often our careers for all of us are the vehicles?towards we achieve those goals. Yes, my family life undoubtedly will trickle into my work. I can leave?work but I can never ?leave? my family. But I also put in extra hours to hit a deadline. I will consider?relocating my family if an opportunity arises. These are all choices any employee would have to make.
Parenting is rewarding. But so is my career.?I have been fortunate. I have worked for organizations that are very family-friendly. But I never expect?an advantage because I am a Mom. I want the same flexibility and considerations to be extended to my?coworkers with no children. Juggling work-life balance is a struggle we all have ? men, women, single,
married, parent or not.
I am committed to my job and pride myself in producing the best work I can. I want to succeed in my?career, not for my daughter, not for society, but for me. Being a strong role model is simply an added?perk.
So why must I prove myself as a working mother to others? If my employer is satisfied with my work,?then shouldn?t you be too?
Work does not change my identity.
I am a Mom. I am a community manager. I am a friend. I am a?volunteer. I am multifaceted. I am Monina Wagner.
Community. This is our heart.
Through our commitment to strengthening women in all aspects of our lives to be better bosses, colleagues, moms, and friends, BizGalz is dedicated to helping women build each other up as we flourish, not tear each other down as we climb to the top.
It is the relationships we’ve built with each of you through this community – and the ones we will continue to develop and nurture – that make us resilient, even when we find ourselves in times of struggle. At some point we’ve all been told “you can’t.” We’ve been told we’re not good enough. Not strong enough. Not cute enough. Not smart enough.
But we tell you, women are strong. We CAN.?Whatever it is, we can. We can be engineers, athletes, mothers, doctors, teachers, lawyers. The list is endless.
And so, we challenge you:
How can you do better? Be better?
How can you lift up those around you?
How can you deliberate? initiate? advocate?
What will you do today to turn your dreams into goals and goals into reality?
We’re setting the bar. Rise to it.
~Alissa & Jade