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Leadership Matters Blog

LEAD. GROW. INSPIRE.

Accelerate Your Leaders-Executive Briefing: "The Missing Link to Strategy Execution"

7/6/2015

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JOIN US!

Wednesday, August 26, 2015 from 7:30 AM to 9:00 AM (PDT)
Harbor Club, Seattle, WA


REGISTER NOW
Since Michael Porter’s groundbreaking work in the 1980s, we’ve gotten really good at developing strategy—but we’re not nearly as good at executing it. Studies show that up to three-quarters of organizations struggle to implement their strategies. When global CEOs are surveyed about their biggest concerns, execution tops the list—ahead of innovation, geopolitical instability, and top-line growth.

Join us for our Executive Briefing Breakfast to learn: 

  • the latest research from HBR on strategy execution
  • the top 5 myths that corporations believe and practice which lead to issues with executing strategic initiatives, and
  • how executives and leaders can resolve the 5 problems to get execution on track and accelerate your results.
The briefing will be presented by Lynda Silsbee - a leading executive coach and management consultant and the creator of the original LEAP® program.  She spent 25 years working inside Fortune 500 companies including Nordstrom and Genie Industries before starting her boutique consulting firm, Performance Dimensions Group in 1999. In 2002 she launched the LEAP® Leadership Acceleration Program to provide world-class leadership development that transforms managers into confident, competent leaders by changing their habits.
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Leading with Authority vs. Influence - Leadership Challenge #4

7/1/2015

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(This article is part of a series The Top 7 Challenges Facing Leaders Today)

The fourth biggest challenge facing a leader would be that they lack the skills to lead from a place of influence rather than authority. All leaders share the same sources of power, some of which are derived from authority, reward, or discipline, and others which come from expertise, goodwill, and information sharing. What leaders need to learn is how, when, and where to apply each of these for the desired outcome. What we need to understand and learn is that we can use our authority, our positional power like title, or our powers of influence.

If you only use your authority--your position as boss, or VP, or director--you’re only going to get compliance. For example, if you tell somebody “go do this, I asked you to get this done, just do it because I’m the boss,” they may do it, but they certainly won’t do it gladly and they’ll do it only up to the point of what you instructed them to do. You’ll be a manager who ends up micro-managing task lists with employees making sure the minimum gets done—you’ll become terribly inefficient and feel overloaded without ever making any real progress. This approach makes the employee feel like you think they don’t know how to do their job. Over time, if you only use your authority, reward, or discipline, one of two things happens:
  • They begin to lose confidence in their ability to do their job well. They will then come to you for every single thing—every question, every problem—you’ll be involved.
  • They begin to lose respect for you because they feel you don’t respect them as a capable contributor. They will shut down and shut you out completely, keeping to themselves and acting only out of compliance.
If you use your powers of influence, which come from relationships and knowledge, people will do their tasks to the best of their ability. In this scenario, rather than micro-managing a task-list, you might say:
"Hey, I know you well and I really think you’re a good fit for this; we need you to work on this project and this the outcome we’re after. I want you to do your best work ever. What questions do you have?”
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With this approach, you’re going to get a much greater degree of commitment rather than just compliance. From here, you begin to see a much greater degree of problem-solving, you start to see innovation, you see your team reaching across the organization to get the help they need, and you also see more creativity as a result—all things that help turn your human capital into competitive edge.

Know someone who wants to move from manager to leader? Learn more about the LEAP® Leadership Acceleration Program.
LEARN MORE
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    Lynda Silsbee is Founder and President of the Alliance for Leadership Acceleration. She has spent more than 30 years creating and leading high performance teams. Along with the other LEAP Certified Coaches, she reports that helping managers make the LEAP to leader is one of the most fulfilling aspects of her work.
    Learn more about Lynda Silsbee.

    View my profile on LinkedIn

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