As I have begun navigating and observing the corporate space for almost three years now, the most noticeable consistent issue is leadership. More specifically, those in leadership positions with the inability to effectively lead. I have witnessed many times in work settings, that those in leadership are more willing to “flex” their leadership title rather than “proactively” being a leader through consistent and genuine thoughts, words, and actions.
The above-referenced quote from Simon Sinek encapsulates the sentiments I have about my experience. During my graduate studies, my major was in organizational leadership, therefore I spent many hours dissecting what it means to be a leader in today’s rapidly evolving society. The recurring themes from my research on the foundations of leadership are one’s worldview and the one’s leadership style. These two items coupled together begin to formulate the breeding ground for effective or ineffective leaders. In addition to this, the culture and structure of corporations often involve systems and dynamics that do not uplift the ongoing development of effective leaders and their impact.
Being a leader is a multifaceted role that in many cases involves the management of people. This is the most crucial aspect of leadership in that the inability of a leader to be self-aware of their own worldview and leadership style, will lead to the destruction of the people they manage. In this case, it is imperative for the people being managed by said leader to recognize the disconnect from leadership to team in effectively guiding their team. The issue lies with them, not you. The destruction I mention comes with the lack of support for the people the leader manages, the dismissal of ideas and challenges, the unrealistic workloads, the quiet promotions, the favoritism of others on the team, and the list goes on. Piece by piece the destruction of the team and each individual begins to ensue.
Having experienced a few of these aforementioned destruction domino effects, I have leaned on others who could clearly see these ineffective leaders and the answer is resounding…self advocate and plan your next move. Self-advocating is having your own best interest in mind. This action is not selfish, but it is necessary once you realize your value and the value that you bring in these work spaces. Ask for what you have worked hard for, personally and professionally. Take professional development courses and exams that will push you further without waiting on leadership to validate the additional value that it will bring to your career path and the organization. Now, planning your next move does not always correlate with leaving a company, however in many cases it does and I am in full support of exhausting your options and connections within an organization and resigning if what you need no longer aligns with what is the current reality. Planning your next move is about being proactive despite having an ineffective leader. It is easy to sulk in the reality of poor leadership, however, there are means to combat it that will ultimately lead to your success.
A leader without a title pursues effective leadership in any team or work space they are in by being self-aware and understanding how their worldview, especially in today’s society, impacts those they lead and often manage. There are so many workers who do not have C-suite, Manager, or Director titles in front of their names that take the time to better understand themselves in order to best understand others. This realization is not only for work relationships but for every relationship we have with others. Simply put, this is the solution.
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