No doubt I was tired last night when I returned, but the fact is I stayed up to watch the final episode in the HBO series on John Adams. It was a spectacular series and had some very interesting lesson on leadership. It is clear that the early leaders of our country were true political thought leaders who had the courage to stand up for their strong beliefs and to hold fast as the threat of lost life continued. The fact is, and I am told that the characteristics of John Adams in this series reflected an accurate version of hi, Adams was a hard, uncompromising man who clearly was passionate about his vision for the country, but was anything but a man who knew how to show love, let alone have love in his heart. . If it was accurate, he was a “leader” who violates most of the key principles I have espoused.
That said, John Adams had passion and in spite of his rough, even rude and unkindly behavior, that passion stayed with him and had a huge impact on his effectiveness. The value of Passion can not be ignored. When a leader has passion, the value of the leader is enhanced. So much enhanced, that it can narrow the gap from being just a passionate person to that required o be a great leader. In my view, Adams was not a great leader, but he was a man of passion. He, ultimately toward the end of his life, learned that his inability to bond with anybody (with the exception of his wife) prevented him from being a transformational leader. He persuaded with strength of intellect, but selling ideas was not his forte. He could not sell, because he only saw himself. He could not really love, or at least could not show love.
I hope that every reader of this Blog understands that leadership of other human beings, requires or ability to love them. Adams fails to show that he could love, but you must love your associates in order to be an effective leader. They need to believe in your love, for them to transform themselves.
April 23, 2008 at 11:42 am |
OK, OK- I wasn’t given my name for nothing- but, don’t you think it is quite possible to “Like” and “Love” your employees at the same time? Is this such a “bad” circumstance? Couldn’t this be a win-win?
And further, what about when your “love” for an employee evolves into and includes “liking” them- what do you do then?
April 23, 2008 at 10:25 pm |
Ok, that is actually a good question. It is ok if you treat your associate as a friend, but when your subordinate becomes a friend, you open yourself to bias, FOR that person. Leaders must avoid bias. It is our goal to be faire, open and objective. Bias implies, a lack of one or more of those. By loving that person, you will be able to give them full, candid and caring feedback on how they can improve. If they are your friend, you will be reluctant to risk your friendship with such feedback. Leaders can not fear the truth and feedback that will benefit the associate and the organization.
April 25, 2008 at 10:59 am |
So how does one stop themselves from becoming someones friend? From your theory, managing and leading can be a lonely world if you truly stick to the principal of loving vs. liking to avoid the bias you mention. I suppose it’s obviously not a scientific equation but rather a guiding principal but it is surely a very tough one! Very tough indeed!
May 1, 2009 at 6:09 am |
Great work! I also have my own blog I just find it hard to write quality content like this.
I guess I really don’t have the time.