A major problem when it comes to the success or lack there of for an individual, organization or brand is the fact that they are always chasing their competition. They make moves based on what their competition is doing and what they think their competition is thinking. These types of moves are not limited to the corporate giants or major brands, it also happens on a daily basis for individuals, ministry’s and non-profits; although they don’t claim to “see others as their competition.”
The problem with chasing your competition is it’s similar to a cat chasing its tail, you are just running around in circles going nowhere while everything around you is still moving. Chasing your competition inherently presents the inability to understand the true nature of the what, how and why they are running the race they are running. You can never truly understand their vision, their mission and ultimately the dreams that are driving their every decision.
Instead of chasing your competition; start chasing your dreams, your vision, your future and your success.
STOP Chasing Your Competition… START chasing your dreams.
There are all types of leaders, Good, Bad and Ugly. The reality is some “so called” leaders are actually LINO’s, not to be con LIONS. LINO’s are Leaders In Name Only. Yes, they are only “leaders” because of their name, title or corner office only.
The Best and Worst Types of Leaders can be divided into a number of simple categorical descriptions. I’m going to share 5 of each, believe me there are definitely more.
The 5 Worst Types Of Leaders are:
- The leaders who are only in a role because a close friend or family member placed them there. It’s obvious to everyone inside and outside of the organization that they don’t belong in any sort of leadership role of any kind. As long as their sugar daddy, sugar momma or whatever title you want to give to that friend or family member that placed them there is living and in the organization they will be there. Not to mention they will be there messing things up, pointing fingers and causing problems fro everyone around them.
- The leaders who are oblivious to anything and everything. They can’t see, feel or smell anything that’s happening around them. Their lack of self-awareness and leadership peripheral vision is causing everyone in the organization to get blind-sided by their blind spots.
- The Leaders who take all of the credit for the good and accept none of the responsibility for the bad. Not only are they not willing to look in the mirror, they don’t even own a mirror.
- The Leaders who are from the Sadaam Hussain School Of Dictator Leadership. My Way Or The Highway and Because I Said So type of leader.
- The Insecure, Chameleon that changes depending on who is in the room. This leader also puts on the facade of being tough and strong when the reality is everything they do, say and think is through their internal lens of insecurity.
The 5 Best Types Of Leaders are:
- The leaders who understand “There is no ‘I’ in team” is more than a slogan or a cute leadership phrase. They embrace the team concept, they use “us and we” type of language. They truly understand that “Teamwork makes the dream work.”
- The leaders who value leadership development. They talk it, they live it, they put resources towards it and they evaluate its outcomes. These leaders understand they their leadership and the success of their organization ceases if leaders are not truly developed. They hold themselves accountable not only to their personal growth and development, but the development of those individuals that are under their tutelage. They truly develop leaders. More times than not the leaders who have worked for them go on to do bigger, better and greater things.
- The leaders who genuinely care about the people that they lead. They understand that the folks that they lead are more than a number, a cog in a wheel and a means to an end. They understand that they are real people, with real lives, real dreams, real families, real life challenges and are ultimately a part of an awesomely real team.
- The leaders who lead by example. Some people get leading by example confused with doing all of the work and that’s not the case at all. Yes this leader works hard but leading by example is how you work, how you act and how you live. Leading with integrity, demonstrating a standard of excellence, treating people fair and doing the right thing even when no one is watching. This leader gives credit where credit is due, accepts responsibility and is an overall great example.
- They are constant learners. They learn from people inside and outside of the organization and people up and down the organizational chart. They understand, “At the point you stop learning is the point in which you start dying.”
Some of you probably clicked on this post because you found yourself intrigued by the title and others of you clicked asking yourself the question, “I wonder if I suffer from Paranoia?” Read through the simple definition of Paranoia below:
Paranoia 1.baseless or excessive suspicion of the motives of others. 2. a tendency on the part of an individual toward excessive or irrational suspiciousness and distrustfulness of others.
Often times people become so consumed with what people think and trying to please people that they truly suffer from paranoia. All of their thoughts are from the lens of wondering how others will receive or perceive what they’re doing. What do my boss, co-workers, neighbors, friends or people that I don’t even know, think about me? The reality is that people really don’t spend much time worrying about you, because they’re too busy worrying about themselves.
Nobody cares, so drop the baseless suspicion and worrying about what others think.
Most organizations and leaders would love to have “High Capacity” leaders to fill the slots within their organizations. The sometimes overlooked challenge is the fact that with “High Capacity” leaders, comes the need for those leaders to lead at uhh… a “High Capacity” in addition to releasing their creativity.
This will sometimes leave organizations scratching their head and asking the question what do I do with so and so? They are knocking it out of the park, they have an entrepreneurial spirit, their potential is off the charts and they actually have the leadership margin to spread their wings.
Spreading their wings means different things for different leaders, but it boils down to how can I steward their talent/potential and continue to allow them to make a positive impact within the organization. Many times organizations make the decision to do one of two things: 1. Bury that talent and therefore putting a lid on the height of that “High Capacity Leader.” 2. Get rid of that team member because of insecurity or simply not wanting to deal with the challenges these types of leaders bring to the table.
It’s like the Parable of the talents: The man who had received the five talents went at once and put his money to work and gained five more. The one with the two talents gained two more. But the man who had received the one talent went off, dug a hole in the ground and hid his master’s money.
So I was afraid and went out and hid your talent in the ground. See, here is what belongs to you.’ “His master replied, ‘You wicked, lazy servant! So you knew that I harvest where I have not sown and gather where I have not scattered seed?Matthew 25:25-26
If your organization, team, staff or business has been blessed with some great talent, Don’t Bury It! There is a new type of harvest to be sown with this “High Capacity” seed.
If you figure out a way to maximize the potential of the “High Capacity” talent that you have been blessed with, you will be rewarded. This may require you getting creative, dreaming BIG, thinking BIGGER and setting some clear expectations; however the potential of the harvest is immeasurable.
Take a look at Google, not only are they ranked the #1 Website, they have also been ranked as fortune magazine’s best place to work. Not only is their work environment ridiculously amazing, they do a great job of not burying their talent. They not only do they recruit and hire “High Capacity” talent, they seek ways to release and empower the creativity.
An example of releasing “High Capacity” talent and creativity, is Google allows employees to spend twenty percent of their time to work on their own project, independent of their workgroup. Google believes that no one should leave in order to pursue their personal passions. Letting employees do this results in over twenty percent of Google’s new product launches has stemmed from these personal projects. There can and should be a marriage between “High Capacity” talent and great organizations; they are not mutually exclusive.
If organizations manage their talent wisely, they may get this response: ‘Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’s happiness!’Matthew 25:25
Don’t Bury Your “High Capacity” Talent!