Sep 20, 2017

Leadership Clarity

You own an American football team. Your team has 11 players on the field on both offense and defense. It’s value is about $1 billion, but it could be more. Here’s why it’s not; Your team is in disarray:

Only 4 of 11 players know which goal is theirs
Only 2 of 11 care
Only 2 of 11 know what position they play and what their role is
9 of 11 are competing against their own team, instead of the opponent

This is a terrible situation for your fictional team! It’s even worse because this is the the reality for many companies across the globe!

With the wealth of leadership training available, why are the leadership stats so poor? With all of the Leadership training on the market, why do organizations keep asking for new Leadership training? Could it be that there are some essential components missing from what is currently being done and taught?

Tony Robbins recently made this comment about leadership, “A leader is someone who creates breakthroughs. We’re living in the most disappointing time in leadership in my history of being here. Why are we disappointed? Because the people we are calling leaders are really followers. Most politicians and even corporate leaders are trying to keep their jobs so they do what’s popular. There’s no leadership in following what’s popular. Leadership is your capacity to step in when you know it’s unpopular, but you know in your soul that it’s right and to influence others. In my mind, here’s my definition of a Leader: A person of real influence. A person that will not stand for something if they know in their soul that it’s not right. And, they may even be wrong, because there are all types of ideologies are out there.”

Here’s my challenge to you; How will you show yourself to be a true Leader? What legacy will you leave that will have an impact on the people you touch and beyond? What are you going to do to change the stats shown above?

To have the most impact, I believe you have to start with your own psychological, convictional, and behavioral systems, which are part of Transformative Learning and Transformative Thinking.

1) Are you congruent in your life? Here’s a great test to find out if you are, or not. Are you happy? If you’re not happy, then how you see yourself (psychological) isn’t congruent with who you are being. If you’re incongruent and not happy, then how can you have a positive impact on those you lead?

2) What do you believe (convictional)? Do you believe you aren’t worthy? Not good enough? Not confident enough? Not good-looking enough? Tall enough? Short enough? Skinny enough? Do you believe that other people are only out for a paycheck? Are dishonest? Lazy? Stupid? That they will always have more than you? That others are “lucky” when they find success…and you don’t?

3) What does your lifestyle (behaviors) show about you? Do you display anger? Treat other people with disrespect? Give up when things get tough? Look for excuses, instead of solutions? Find someone else to blame things on when a project fails? Are always asking for more resources, rather than being resourceful?

4) How do you see yourself (psychological)? It has been stated that 80% of the choke hold on companies is the psychology of the top leadership. How do you see yourself? In fact, a better question, is do you really know who you are? If you were to take off all the roles you play in life, how would you define who you are?

Once a Leader brings these areas into focus, they then have an opportunity to be a real benefit to the people they lead through personal clarity.

The next area a real Leader will create is a culture that fosters the outcomes they desire and that fits their vision, mission, and values. This may be, or not be, the same as the organization with whom they belong. I’ll give you a personal example of a company where my vision of the culture of my team was different than that of the overall company culture:
I was once a National Sales Manager in a company that was led by a CEO and Executive Team that were in a constant rush. The mantra of the executive team was, “If you aren’t in a frenzy, then you must not be working”. After just a short time with the company, I had the sales team running at a smooth, even pace. We had time to enjoy our work and receive extra training, while exceeding sales quota. I remember being called into the office for a meeting with the CEO and CFO because they felt the sales team was slacking off and wouldn’t hit an important deadline/goal. I was told that the CFO, a few other executives, and I would need to get on the phones right away and work long hours for several weeks to make sure we hit the sales goal. This was in addition to the work of the sales team that was ‘slacking off’. I told the CEO and CFO that I had it under control and not to worry. Because I didn’t go into “Emergency” mode, that made them worry even more. Without any extra hours, without a frantic pace, not only did the sales team exceed the quota, they exceeded it by 500%! I led the sales team against the frantic-style ‘culture’ of the overall company to heights that had never been achieved. My culture outperformed the company culture.

So, what will you do to create the culture around you that drives extraordinary outcomes? You must first have a vision that you are passionate about and is bigger than yourself. It must be something that others want to contribute to and be a part of, and that will make changes for the better. What’s your mission for the people you’re leading, the reason for them being gathered together? What values do you and the people you lead feel are important? When you create this culture, it brings a great deal of clarity.

You will know what projects you will take and which ones you won’t
You will know which people you will hire and bring on the team and which ones you won’t
You will know which people will stay on the team and which ones will need to find somewhere else to work
You will know what behaviors will be promoted and cultivated…and what behaviors won’t be tolerated
There are many more areas, but you get the idea.

Imagine a deeper sense of clarity than you’ve ever experienced before. Clarity that’s beyond whatever resources you’ve previously used or considered. Clarity about yourself (psychological, convictional, and behavioral), clarity about your purpose, and clarity about your desired outcomes. The culture you create will make them achievable. With this clarity, here are what your stats will look like from the previously mentioned poll:

11 of 11 players will know which goal was theirs
11 of 11 will care
11 of 11 will know what position they play and what their role is
11 of 11 will be competing for their own team to win

So, what about you? Do you have a team that you would like to see perform better? Call or email me and we’ll have a chat about how I can help you create exponential, sustainable results.

Please feel free to comment and share this post!

+++++++++++++++About Dr. Edward Lewellen++++++++++++++++

Dr. Edward Lewellen is an expert in creating methodologies for people to learn to use their mind; their beliefs, thoughts, and behaviors, and put them back in control of their lives and become top-producers. He is a Master Executive Coach, leadership and sales expert, and keynote speaker for some of the largest global organizations.

Author of
Life Mastery: The Fully Functional Life

The 90-Second Mind Manager