Leaders may ask for loyalty, but they can’t demand it: it must be earned. And that’s sometimes a hard lesson for an inexperienced or unethical individual who’s in that role. There are countless examples of business leaders who fail because they don’t earn the respect, trust, and loyalty of those they lead. Sometimes they’re bullies, seeking to force people to do things that make no sense or worse. Or they fail to listen to those who may know more than they do. Or they’re screamers who don’t like it when they don’t get their way, even when their way makes no sense or worse. Or they believe they’re the smartest person in any room, even with evidence to the contrary. Those kinds of leaders feel superior and believe only in themselves; humble and secure leaders appreciate and believe in others. As a recruiter, I often ask candidates what they’re looking for in their next supervisor – genuine interest, trust, respect, and collaboration are the most frequent answers. If they find those attributes, they remain happily and productively employed, and freely give their loyalty; if not, they leave. And that’s happening more and more these days as the workforce becomes younger – they are not willing to suffer a foolish leader. The moral of this story: trust and respect others to earn their loyalty today.
János Hugo Bruno "Hans" Selye (1907 – 1982): Hungarian-Canadian endocrinologist who conducted important scientific work on the hypothetical non-specific response of an organism to stressors.
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