Growing in our leadership abilities, including growing in the knowledge of leadership and the relational aspect of leadership, should be a goal for every leader.
Sadly, in my experience, many leaders settle for a sort of status quo leadership rather than stretching themselves to continually improve. They settle for mediocre quality of leading, fathering than attempting the hard work of leadership excellence. They remain oblivious to the real health of their leadership and the organizations they lead. They may get by – people may say things are “okay” leaders, but no one would call them exceptional leaders.
I have often referred to this style of leadership as shallow leadership.
Perhaps you’ve seen this before or maybe you’ve been guilty of providing shallow leadership. For seasons, at least, I am not too proud to admit I certainly have.
If you’re still wondering what shallow leadership looks like, let me offer some suggestions.
7 characteristics of shallow leadership:
Thinking your idea will be everyone’s idea. You assume everyone is on the same page with you. You think everyone thinks like you. That’s because you’ve stopped asking questions of your team. You have stopped evaluating everything. You aren’t open to constructive evaluation – of you.
Believing your way is the only way. You’re the leader- you must be right, right? Maybe you’ve had some success and it went to your head just a little. Perhaps you’ve become – or you’ve always been – a little stubborn or head strong. You may even be controlling. You have to make or sign off on every decision. You may never delegate. Those are all signs of shallow leadership, because you’ve likely shut out some of the best ideas within the organization – which reside among the people you are trying to lead.
Assuming you already know the answer. You think you’ve done it long enough to see it all, so you quit learning. You have stopped reading. You never meet with other leaders anymore.
Pretending to care when really you don’t. This is so common among shallow leaders. Shallow leaders have grown cold in their passion. They may speak the vision, but they’re just words on a page or hung on a wall now. They may even go through all the motions. They are still drawing a paycheck, but if the truth be known, they’d rather be anywhere than where they are right now.
Giving the response, which makes you most popular. Shallow leaders like to be liked. They never make the hard decisions, refuse to challenge, avoid conflict, and run from complainers. They ignore the real problems in the organization so things never really get better.
Refusing to make a decision. Often a shallow leader had a setback at some point. Things didn’t go as planned, so they’ve grown scared or overwhelmed and so they refuse to walk by faith. The team won’t move forward because the leader won’t move forward.
Ignoring the warning signs of poor health. This can be poor health in the organization, the team, or in the leader. Things may not be “awesome” anymore. Momentum may be suffering. Shallow leaders look the other way. And, again, it could be the leader. Your soul may be empty. You may be the one unhealthy. Or the team may be unhealthy. Shallow leaders refuse to see it or do anything about it.
We never achieve our best with shallow leadership. And, the first step is always to admit.
Have you seen shallow leadership before? What would you add to my list?
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I have to say, I've been guilty of some of these. Good additions in some of the comments as well.
I love it when you write something that connects so well. The sad thing is that this is so true among so many leaders.
Thank you.
Twitter: charlesstone
says:
loved 'pretending you care'–so easy for pastors to do
Yes. Thanks Charles.
So many great comments and an awesome post today!!! I have one:
Shallow leaders:
Hold on to their "master plan" so tightly that it crumbles and they spend their time trying to pick up the pieces.
Thanks!
Twitter: ReagenAllen
says:
Great post.
Thank you
Knowing that one can't gain leadership ability by simply reading… if you had to offer one indispensable book on leadership in the local church, what would it be?
Well, that's hard to say one. I wrote a list of 1 <a href="http://0https://ronedmondson.com/2011/12/top-10-leadership-books-for-pastors.html0https://ronedmondson.com/2011/12/top-10-leadership-books-for-pastors.html<br />If I had to pick one from that list, it might be Axiom by Bill Hybels, because it's a comprehensive book, with multiple themes.
Shallow Leaders
– only associate themselves w/ ppl that tell them yes
– look for a way out before they ever commit
– won’t persevere
– dress right / do nothing
– refuse to give credit
– build their esteem instead of the teams
– discuss the symptoms & ignore the issue
– talk a big game, but won’t get in the trenches
Thanks. Good adds.
My question is…how many spouses/parents are shallow leaders? We need to watch out for these things in our marriages/families as well. I'm guilty as charged. Thank you for the opportunity to grow and change.
Great question
Shallow leaders do not foster good morale, no excitement for the mission.
Good one.
I like that phrase "over promise and under produce". Very true
Shallow leaders,
– worship crowds and fear and avoid individuals.
– undermine the missional sending capacity of the local church.
– never foster Kingdom culture.
– Prefer clean stables, over messy oxen.
– usually very sub-culturalized and ingrown.
Good adds. Thanks I like the stables/oxen imagery
Shallow leaders over promise and under produce.
Shallow leaders let critics determine their course.
These were the two I was most guilty of early on when I was in ministry.
ha! ok good, cuz i've got a few more!
Shallow leaders raise and attract good followers rather than good leaders. They find raising or leading true leaders cumbersome, time-consuming and messy and an impediment to the process. (followers say, "ok" leaders ask, "why?".)
Shallow leaders feed off the praise of others; it's their personal measuring stick for success.
Shallow leaders take criticism – no matter how well intended – personally rather than objectively.
Shallow leaders will blame anyone and everyone before taking responsibility for poor leadership. (It's not always the devil opposing you, sometimes it's just poor leadership.)
Shallow leaders rarely realize they're shallow leaders; they fail to understand that following all the "rules of leadership" does not inherently make you a good leader.
Shallow leaders recycle other leaders vision,methods. words; they rarely have their own.
i'll stop now.
Don't stop! Good stuff
Shallow leaders value people for what they do rather than who they are.
That's good.
Viewing people who disagree with you as a threat to your leadership rather than an asset providing you with a perspective you don't possess.
Very important.
Two more for the list.
Public belittling of people that don’t agree with your view
Having a “Don’t let the door hit you in the but on the way out” attitude.
Good ones. Thanks
Shallow leadership can hurt your employees. Another sign would be intimidating to get what you want from people.
Yes, I agree. Thanks
Twitter: bryankr
says:
I have worked for some that thought everything was abouit them: If it’s good, it’s all them; if it’s bad, it’s what others are doing to them!
Yes, I agree. Thanks Bryan.
Great post Ron! I would also add that one sure sign of shallow leadership is the prevalence of employes, and the lack of spiritual sons and daughters. The difference b/w a servant and a son shows up when inevitable problems and difficulties arise. A son fights, while the servant get's on the next flight…
Good add. I agree. Thanks.
Let’s get rid of bad management Ron. Join my Fan Page: http://on.fb.me/gxfdbX
Thanks for highlighting this.
Another shallow leadership sign – Committing to doing something but don't follow through on it.
Good one…thanks for adding.
I wouldn't call that person a leader. They may have a title that puts them over people. But I feel sorry for the folks under them.
I would add "Doing everything yourself and then complaining nobody is helping you"
Thanks Laurinda. I always struggle with when to give someone the privilege of being called leader also. Good add
Twitter: bryankr
says:
If something doesn’t work, it has to be someone else’ fault;
Good one. Thanks
Great post! Here are two more I can think of:
Failing to see the potential in others and nurturing it
Interfering in a task you have given to another
Good adds. Thanks