Fearful Leaders are Followers

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Every morning I put my fingers on the keyboard not knowing what will come out. An hour or two later, I post 300 word or less on this blog. (Technically its fewer not less.)

Writing is thinking and often I think differently when the hour’s over. Yesterday it happened again when I typed, “Fearful leaders are followers.” I hadn’t planned it. But, there it was in all its discomfort. It’s been on my mind since.

Fearful leaders follow because they:

1. Focus on protecting positions.
2. Let others take risks so they aren’t held responsible.
3. Love the security of the status quo. What is satisfies. What could be isn’t worth it.

Certainty:

Fearful leaders need too much certainty.

Josh Linkner, in “Disciplined Dreaming,” suggests entrepreneurial leaders pull the trigger with 70% certainty. Anything higher isn’t entrepreneurial.

Traditional leaders pull the trigger at 80% certainty. Anything higher is stagnation.

The uncomfortable 20%

What about the 20% uncertainty factor? Answer fear with trust. Believe in people. Let them rise to the challenge.

Once decisions are made, focus on supporting people, forget the decisions.

Fear and love:

Fear works for the short-term but exhausts in the end. Love works for the long-term. Love your organization, its mission, and its people. Build them up. Trust them. Love energizes.

Winners risk failure. Losers can’t fail. Furthermore, willingness to fail, frees. Protection mode hobbles you and those around you.

Leaders controlled by fear may have positions but they aren’t leading.

Yesterday’s post: “Igniting Change from the Middle.”

For the passionate middle: “Lead your Boss,” by John Baldoni.

Fill in the blank, “Fearful leaders _______.”

How can leaders overcome fear?

How Uncertainty Works

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Uncertainty invites participation.

Exploring ideas, finding solutions, and innovation demand vigorous participation from all players. The best teams win when players bring their best.

Your attitude secretly signals participants to open up and bring their “A” game or clam up and play it safe. Uncertain leaders create safe playing fields where everyone participates.

Negative power of certainty:

Players don’t bring their best game when leaders are certain. They posture and search for the “right” things to say. “Right” things always align with the boss’s thinking.

Speak humbly when you feel certain.

1. I think we know (insert what you know). The term “think” invites participation.
2. We aren’t sure about (insert uncertainty factor here). The expression “We aren’t sure” invites participation.
3. I’m sure we need to (insert certainty factor here). Let’s explore the steps that take us there. “Let’s explore” calls for conversation.

Strength and uncertainty:

Uncertainty isn’t viral hand-wringing. Strong leaders are certain their teams can find solutions. It takes courage, skill, humility and strength to be uncertain with confidence.

Small doses of uncertainty are the path to certainty. Strong leaders use uncertainty when they listen, accept, explore, and adapt.

How can leaders express uncertainty in ways that create confidence in others?

When might uncertainty have negative impact?

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