Comments on: They’re Better Without Me

By: Rev.

Rev. — Mon, 31 Dec 2012 13:55:22 +0000

All that I know is that I needed this word to step forward. The Men Ministry that I am involved in have been established but that is all they seem to want so I feel that there are others who need my help. I was struggling with going or staying. Now I know I must go! Thanks for the valuable insight.

By: Diana

Diana — Sun, 30 Dec 2012 22:17:35 +0000

I think you must step out without really leaving the game. Or so I believe to be the right way to play the role of the leader. Your insight and opinion as a leader therefore as someone who is in charge of things is always needed, but here a tendency of overcontrolling things is often seen. The team must have its own space to develop freely its own ideas. Steping out is also a test that a leader must do to its team. Many issues can be better seen by doing the retreat game.

By: Phil

Phil — Sun, 30 Dec 2012 11:51:46 +0000

Reblogged this on Fear Not, Just Believe. Faith,the antidote to fear. and commented: Great posting, I always appreciate the insight and wisdom from them. Consider how you play!

By: Ajay Kumar Gupta

Ajay Kumar Gupta — Sun, 30 Dec 2012 09:15:24 +0000

Dear Dan,
I first step in and then step out. It follows the same order. I generally step in when others feel my need, or I strongly feel my intervention. I also step in when, even if I am not invited but feels morally that stepping in could bring better outcomes. I generally do not have hidden intention when I step in. When I am part of some project, first I guide then monitor and when feel, then step in. And when team or people are engaged and understood, I step out and give them autonomy.
Between step in and step out, step out is the difficult and perhaps challenging situations. Generally leaders/managers need appreciation or credit when people are engaged and performing. but that is the time, when leadership style and intention matter most.
I think the leadership roles that caries most weight is intention and concerns. Leaders intention should be focused on others development. In fact that is also hidden in a sense that leaders development is in developing others. But it is difficult to practice. Leaders should concern about people development. IT happens like this- when you take care of people, people will automatically take care of the organizations. But generally, organizations do the opposite. They focus more on tangible bypassing/overlooking intangible ( Human resources).

By: Glenn Briskin

Glenn Briskin — Sat, 29 Dec 2012 18:17:06 +0000

Dan, another great post. I wonder if you ever sleep? My posts seem to form up the night before I blog them. So I get one restless night a week (as a result of the blog).
I agree with you. The best meetings are short and set up the conversations that continue. You don’t get to these right away. They develop as the team is able to trust their leader and one another. I’m sure you develop the trust and encourage independence which is why it happens. It’s sort of a progression from directing to collaborating to facilitating to coaching to independence. At independence, the org chart looks more like a network diagram with each player adding their part and communicating appropriately. You can let go when you are pretty sure that each node can do its part and is connected to the others, including you.
Another clue that you need to let go more is when others hold in their ideas when you share yours.

By: ThinkBrownINK PR

ThinkBrownINK PR — Sat, 29 Dec 2012 17:44:30 +0000

Good post. Nice list.

By: simonhamer

simonhamer — Sat, 29 Dec 2012 16:36:32 +0000

Nicely put, it perhaps just needs “one on ones” to ensure your vision for the company is still on track if you are going to let them free to drive the business forward. A simplistic reaction, but from someone who prefers to lead by example rather than tell others what to do, it has treated me well, when the team is a good one.

Summary view:- it will depend on whether there are other leaders among the team.

By: Carl

Carl — Sat, 29 Dec 2012 16:30:57 +0000

Dan, thanks again for a great post – I agree with Scott that ‘stepping away’ has to be predicated on knowing your team and the environment you have created.
If they truly see themselves as part of the team and they know you value their thoughts and opinions then giving them space to process, plan, and engage is exactly what is needed.
At the end of the day, to have your team stand together and say “Look what we accomplished” is the greatest compliment that a leader can receive (IMHO)

Best in the new year -

By: Jim Watson (@JLWatsonConsult)

Jim Watson (@JLWatsonConsult) — Sat, 29 Dec 2012 16:15:04 +0000

Hi Dan,

A little serendipity here…

Yesterday, I listened to a this Freakonomics Podcast (“How much does a good boss really matter?”), which included a conversation with Joe Madden, manager of the Tampa Bay Rays.

There are many similarities between Joe’s points from the podast, and those from this blog post!

Here’s a link to the podcast, if you’re interested: http://bit.ly/UsOlYa

Jim Watson
Portland, Maine
http://bit.ly/RmufcF

By: Dan Rockwell

Dan Rockwell — Sat, 29 Dec 2012 15:51:19 +0000

Thanks Scott,

Powerful and useful contribution. And true!

I count on you and others to add, extend, and correct.

You are spot on, the decision to step in or step out is institutional. Your insights and experience shine through. It’s never wise to ALWAYS step out or step in.

Even the expression, “They’re better without me” has limited application. At least I hope.

Happy New Year