Transformative or Tyrannical?


How does one go about communicating leadership principles in practical ways with those who will become leaders? Obviously the visible living out of those principles can be observed and hopefully emulated by followers. Over a long enough period of time such example could result in transformed behavior in the life of an observant follower. But observing can only teach so much, particularly if the observation is clouded by a personality flawed by ego, as is so often the case.

Leadership is more than simply knowing principles, however, it is also about people and trust. It is about focus, but not JUST focus. Focus without trust and a concern for people (more than simply mouthed platitudes) comes out feeling and looking a lot like tyranny.

In addition to demonstrating leadership principles in real-time situations, allowing those who follow the opportunity to fail as they learn to lead, while expressing support and confidence, may be an example of true transformative leadership.

What is unfortunate is when a leader’s perception is that he/she is a transformative leader when in actuality their actual behavior is closer to that of a tyrant. In this situation those who follow must either endure, weighing their commitment to the organization and it’s values against the climate produced by such leadership, or disengage at whatever level necessary to find balance.  Most choose to disengage to a greater or lesser degree.  This accounts for the lackluster performance in many companies/organizations.  As I’ve said before, everything rises and falls on leadership.

So, back to the original question: How does one go about communicating leadership principles in practical ways with those who will become leaders?  The answer is with genuineness and consistency, in real situations and discussions.  All this takes time.