by Robert Roßbach
Any person with responsibilities, e.g. leading a project that others are involved in or that impacts others, leads whether they are aware of it and do it with intention or not. And whether you build your leadership skills with intention or not, there is an evolution of your leadership skills.
Even if you are someone who is engaged in leadership training and intentional about it (and to be honest most of the folks we interact with are not intentional all the time or even most of the time), you can’t avoid making unintentional mistakes.
But that’s okay, because your leadership development is not about avoiding any and all mistakes. You are human after all and mistakes are a natural part of learning. It’s only a problem if it doesn’t progress to the next stage of your leadership development, namely the recognition and conscious acknowledgment of those errors (turning them into intentional mistakes).
Next comes a crucial step and one you can likely not do without somehow engaging in training, be that by picking up a book, consulting a mentor (just make sure they truly are a great leader) or joining a leadership training. This one is about then deliberately embracing better practices or forming intentional positive leadership habits.
Ultimately, you want to internalize these better and improved behaviors until they become second nature. That’s when they evolve into unintentional positive leadership behaviors.
Let’s walk through these steps and some examples that you may find useful:
The Unintentional Mistake
Reflecting on the early days of my leadership journey, I can pinpoint countless instances where my actions, though well-intentioned, missed the mark. To illustrate, let me share a specific example.
In the initial stages of my leadership role, I operated under the assumption that my expertise and comprehensive understanding of the field qualified me to address and resolve challenges on behalf of my team members. While this approach stemmed from a genuine desire to assist, it inadvertently placed a disproportionate load of tasks on my shoulders and, in the process, reduced the sense of responsibility among team members. Without realizing it, I was robbing my team of invaluable problem-solving experiences, essential for nurturing their self-confidence and autonomy. This epiphany served as a wake-up call, compelling me to introspect and reevaluate my leadership approach.
The Power of Reflection
Before you can truly reflect on your leadership style, it’s important to structure your understanding of leadership. Therefore, I started to immerse myself in leadership seminars, read books, and actively sought guidance through mentorship. With this foundation, I then embarked on a journey of introspection regarding my leadership approach. I recognized the importance of empowering my team to face challenges head-on, even if it occasionally led to missteps. This approach, though initially challenging to adopt and time-consuming, proved invaluable over time, marking my initial foray into intentional leadership.
Turning Mistakes into Intentional Actions
Recognizing the need for change is just the first step. However, it’s not enough to simply acknowledge that something is amiss or could be improved. Understanding how to effect that change is crucial. This underscores again the importance of systematically learning about leadership when you assume a leadership role.
In my case, I made a deliberate choice to take a step back, allowing my team to take the reins. I provided guidance when necessary but refrained from solving problems for them. To facilitate this, we implemented training sessions and guided problem-solving exercises to enhance their skills. This transition, while challenging, was indispensable for both my personal growth and the team’s development.
To solidify this change, I instituted clear goal-setting mechanisms, actively sought feedback, and made it a point to celebrate even minor victories. The transformation was palpable: the team became more engaged, proactive, and confident in their capabilities. As you can see, altering my previous habit of solving problems for the team required the implementation of various systems. These systems served as catalysts for change, benefiting both me and the team as we navigated this shift.
Practice Makes Perfect: From Intentional to Habitual
Change, particularly on a personal level, is a gradual process. A significant limitation of many leadership programs is their short-term focus. While they often provide an introduction to leadership principles and promote introspection, they typically fall short in guiding individuals on the daily application of these principles. As a result, you often don’t change your approach, especially when under pressure.
Yet, through commitment and tenacity, I evolved my leadership style and integrated my new practices into daily interactions. I practiced what I preached, ensuring that my actions were consistent with my philosophy. I lived my leadership beliefs, which I refined and adapted over time. This stage is arguably the most challenging—consistently remembering to act according to your new habits while resisting the pull of old tendencies.
To solidify this transformation, implementing systems that reinforce both your behavior and that of your team is crucial. For instance, if you aim to enhance introspection, feedback is essential. Thus, integrate consistent feedback sessions into your routine and approach them methodically. Personally, I conducted weekly feedback discussions with each team member, never exceeding 10 minutes. This minimal time investment yielded two significant outcomes: 1. Everyone began to recognize the value of feedback, and 2. Over time, these brief sessions became instrumental in driving improvement. Moreover, these sessions catalyzed a mindset shift; the team developed an eagerness to pursue enhancements and make positive changes. Without such structural support, the passage of time can erode these hard-won changes. You may find yourself reverting to old behaviors, necessitating yet another cycle of change for the same issues you thought you had already conquered.
Doing it right without recognizing
There’s another dimension of the unintentional/intentional leadership spectrum worth exploring. Sometimes, you may do something right without initially realizing its impact. For example, in our last blog post, I discussed how I would naturally step back to let my team shine when we achieved success, making sure to highlight their individual contributions to senior management. Conversely, when things didn’t go as planned, I took it upon myself to be accountable. This behavior wasn’t initially a conscious leadership strategy; it was simply an extension of my personality. However, upon reflection, I recognized the potency of this approach. Armed with this awareness, I can now deliberately apply this attitude across various spheres of life, whether personal or professional.
Ultimately, the essence of leadership lies in the ability to reflect, learn, and evolve, regardless of whether your initial actions are unintentional mistakes or unintentional successes. The journey is rich with invaluable lessons that continually shape you into a more effective leader.
– Robert