I'm aware of one very senior leader for a large, well-known public company who prided himself on reading every new management book. He envisioned himself as a wonderful leader, full of contemporary knowledge, sprinkling his conversation with the latest management metaphors and buzzwords. However, his team had an entirely different view. The leader's micromanagement and fear-inducing style created an atmosphere of instability, disengagement and lack of trust.
How could this individual be so blind to the impact of his actions? Is it possible that he truly believed himself to be the authentic, inspiring and exemplary leader outlined in the titles on his reading list? What could he have done to conduct a reality check, a verification of sorts, that he truly was a great leader?
Here are seven simple questions that he - or any leader, in any situation - might ask of followers. We use the term followers to describe direct reports, committee members, family or others who make up the team that you lead.
1. How often do my followers start the conversation, whether in meetings or one-on-one situations?
Others are willing to initiate dialogue when they perceive the environment
to be one of mutual respect. Hesitation on the part of a follower may simply be the hallmark of an introverted personality, but it could also
indicate a lack of confidence to take the lead for fear of reprisal.2. Do my followers genuinely and consistently ask for my advice?
Assuming that your followers have some degree of self-sufficiency, seeking the counsel of the leader is a sign of respect for the leader’s knowledge, experience and perspective. It also demonstrates confidence that the leader will advise and guide, versus meddle or control.
3. How often - and how - do my followers challenge me?
Publicly challenging one’s leader is usually ill advised. Nevertheless, good leaders encourage healthy dialogue and invite dissenting opinions in one-on-one or in small group settings. Followers who feel valued will confidently provide input in these situations.
4. How often have I altered my course or revamped an idea based on the input of my followers?
A strong leader not only encourages alternative points of view, but also actively considers them and integrates the best ideas – or may use them in place of his or her initial plan. Leaders who acknowledge the intelligence and skill of their followers often incorporate their suggestions, and give credit to the team when they do.
5. How much do I know about the "big picture" of each of my followers lives?
Knowing and understanding the full scope of a follower’s life situation may seem trivial, “touchy-feely,” or even intrusive. However, good leaders know that many things can affect the leader-follower relationship. Although some people prefer to keep life details private (and this should always be respected), many do openly share the broad picture when the leader creates and environment of trust and respect.
6. When we interact, do my followers have a spring in their step and a smile on their faces?
As a rule, followers of authentic, inspiring and exemplary leaders are happy, engaged and positive. Even the committee curmudgeon will usually muster a wry smile or two under the direction of a truly great leader.
7. How do my followers treat their followers?
Those who feel respected, those who know that their input is valued and those who enjoy a relationship of trust usually treat their own followers in a similar way. Conversely, those who are constantly questioned, disrespected, or fearful will find it more challenging to set a positive tone within their own groups.
There are many leadership self-assessments, from simple to sophisticated. This short questionnaire is one quick method that any leader in any situation can use to candidly evaluate his or her progress on the path to leadership excellence. The key for any leader is to do more than simply read, attend seminars or click into webinars. Translating learning into great leadership requires holding up the mirror to see yourself as your followers see you.
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