I like looking for metaphors in nature and the world around us. A way of stimulating thoughts, ideas, avenues to develop us personally and professionally. Remembering walking the Camino a few years ago, I kept seeing not just one path but several, all going in the same direction, and this got me thinking about the leadership paths we choose to take.
In all of our work lives we make choices as leaders, often informed by those who have been before us, our organisations, our strengths, our values as well as learning we undertake. Many leaders simply ‘fall’ into their leadership paths, it just happens. A few (and it is just a few) will make conscious choices based upon understanding themselves and what is important to them.
Our leadership paths and choices
Quick win roads
Do we take the road that has been laid there before us, dictated to us, set down by the organisation. A road of least resistance. Falling into institutional ideas of what leadership is, or what is predetermined by the existing culture. There is little in the way of originality or creativity. Quite staid in nature. Little in the way or modern leadership thinking or practices. It requires going with the flow with little or no consideration of our unique nature and skills. Little will is brought in the way of own character, personality, experiences or traits. It requires little originality from leader, little fight. Perhaps even a mindset of acceptance or even resignation towards own leadership ideas.
Routes of our predecessors
Often well-worn, safe predictable routes. Copying what others have previously done and our line managers still do. Not letting our own leadership personality or character shine. It’s easier because it is just doing what everyone else has always done. There is little stepping outside of what you see around you, and not prepared to try something new, or more tailored to our team’s own needs. This path takes little deliberate energy and effort, we primarily run with what is already there. Falling into patterns and behaviours that have always existed from leaders in the organisation. ‘That’s just the way things are done here’ mindset.
Change is frowned on by the established leadership echelons. Us becoming slowly assimilated into ingrained leadership practices. Some leaders are happy being assimilated like this, it’s easier. It is often caused where the company is static, the same leaders in situ for many years. Further enabled by no formal leadership development input. This stasis affects leadership thinking, motivation, engagement and passion and expresses no real individual leadership purpose. There are consequences of this path for those we lead, as we are setting the leadership tone for those who come after us. They have a leader who currently may just be going through the motions, placating both reports and the powers that be.
Less worn paths
Fewer leaders have been here, and fewer risk going here. A more unknown, less predictable paths to take. There is more onus on us developing and depending on own skills and knowledge, using own initiative or development. The outcomes will be very much unknown and so it is a risk. This path requires you to try and test, building stretch into our own leadership thinking, mindset and behaviours.
Conversely, the personal and leadership rewards are greater. Our confidence and competence as a leader, with a broader range of abilities, insights, interpersonal skills, purpose and belief. There is a wider team impact too. Reports experiencing a more tailored and them focused leadership. Knowing that whilst the leader whilst trying new things mistakes will be made, their intent is positive towards them. This path may require the leader to challenge internal norms, swimming against the leadership tide. They do this because they see a bigger opportunity value add instead of just transacting their leadership every day.
Outer or outlying paths
This is about the leader clearly and deliberately setting out their own stall. Their character, personality and leadership purpose all combine to put people leadership at the heart of what and how they do things. Greater learning, personal growth and awareness. Challenging norms and practices. They see value in being different, bringing in new ideas and thinking. Their ability to do this stems from a natural leadership ability or invested development combined with a passion for people. They will stand out from other organisational leaders, even gaining a reputation for being so. They may even upset leaders around them, partly because they see the change being brought, or are embarrassed by their own historic intransigence. As such it will feel like swimming against the cultural current in daily activities, meetings, ideas and trying to influence the thinking of others or the organisation.
All leaders on these respective paths will achieve, but the degrees of achievement will be different. The start point for these paths might be the same, but the way points along the path will be different and the end point for the leader and their teams will be a world apart from anything else. The fulfilment gained from taking an outlying route will be unrecognisable for all involved.
Moving forward
Which path do you want to take? Which path is most important for your leadership future and career? What steps do you need to take? Risks to consider? Where do you start? What development do you need to undertake? How do you begin to become the leader you perhaps desire to be?
Whilst leadership development will bring an injection for leaders around their skill and knowledge learning. However, it is only through coaching that the biggest shifts will happen. Helping to identify the right path, exploring that path, understanding the nuances of it to make informed decisions, take calculated risks, maximise opportunities. Examining the behaviours and activities required to bring the change required. Bringing this path to life for the now and the future. Bringing it to life for this people we lead. Coaching helps to analyse thinking, maximising our abilities in the right way at the right time.
Nick Howell is a leadership facilitator, coach and author of ‘Great Coaching Questions‘ a coaching and leadership resource. Please contact Nick to discuss your leadership development and coaching needs and have the opportunity to transforming your own leadership.