Savvy Chicks Media Blog » Leadership Is about What You Do

Leadership Is about What You Do

I work with many leaders and I frequently notice a discrepancy between what they say they do and what they actually they do.  This doesn’t make someone evil it’s just that it’s very easy to believe you’re doing something because it’s always appeared that way in your head.  The actual proof is always in the actions you take, the type of workplace environment you create and how your employees view you as a leader.  Let’s look at a couple of common examples of leaders who say they’re doing one thing but are actually doing another.

My Employees Are Very Important (What Leaders Say They’re Doing)

I help my employees be motivated and productive.
I support my employees when customers get rude.
Profits are secondary to happy employees.
There’s no hierarchy, we’re all on the same team.
I believe in educating my workforce.

Employees Are Very Important (What Leaders Are Actually Doing)

Productivity comes first.
Customers come first.
Profits come first.
Leaders come first.
Training comes last.

I Run a Happy Workplace (What Leaders Say They’re Doing)

My employees are happy.
My employees are motivated.
My employees have incentives to excel.
Everyone gets along.
I’m a firm but fair leader.

I Run a Happy Workplace (What Leaders Are Actually Doing)

Employees act happy when I’m around.
Employees are motivated because I’ll reprimand them if they’re not.
I don’t praise my employees I just offer them cash or a prize for performance.
People get along because they’re in trouble if they don’t.
I don’t ask my employees for their feedback on what kind of leader I am.

Think of your own leadership style and how your perspective affects the functioning of your workplace.  It’s one thing to think you do something positive but quite another to actually do it.  A good way to tell if you’re actually following through is by getting the results you want and creating a happy workplace.  What will you do to make sure your actions match your words?

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    Guy Farmer

    I provide unconventional team building, effective communication, leadership and diversity training for enlightened leaders who value self-awareness and practicing positive behaviors.

    Guy Farmer

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    • I agree with your observations here, nicely put. I like the contrasting views. I have known leaders who think they really are doing the things in the “are doing” statements, but aren’t. How do you help those leaders identify the truth, what do you measure to help them know how well they are doing?
      Mark G. Buchanan recently posted…Wait TimeMy Profile

      • Guy Farmer

        Thanks for your comment Mark. Leaders usually arrive at the positive end of the spectrum because they’ve done the work to get there. This can include taking classes, asking employees for feedback or simply building self-awareness. Employees can help the process by modeling positive behaviors and setting boundaries where appropriate; asking to be treated a certain way. You can measure any of the behaviors mentioned in the article by establishing a baseline and then measuring changes over time. Changing the trajectory of any of these behaviors takes time.

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