Tweet I’m a fan of delegation. In fact, I consider myself somewhat of a professional delegator, if there is such a thing. I certainly love to delegate. I think it…
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I am a controlling person. It’s part of my character. I know that. I test that way with StrengthsFinders. I think my team, however, would tell you that I don’t perform as a controlling leader. It’s been a long process to discipline myself not to respond how I am wired. Successful leaders understand the difference in leading with influence versus leading with control. The differences are measured in results.
Leaders, if you want to to have a healthy team environment, you must learn to control less and influence more.
Here’s what I mean by the results:
In an organization where control is dominant:
Tweet You’re familiar with the common scenario where someone half-jokingly asks for advise for a “friend”. Everyone knows the “friend” is actually the person asking the question. Well, that scenario…
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Leadership development begins with an understanding that the success of any organization depends greatly on the leader’s willingness to delegate responsibility to others in the organization. The more a leader tries to control, the less likely others will be to help him or her accomplish the vision. Without people willing to follow a leader, there is no leadership development.
Tweet One of the most dangerous forms of leadership, and one of the most frustrating, in my opinion, is the controlling leader. I’ve written about this issue previously, because I…