Effective leaders put aside their expertise and let their colleagues make the most of it. They enhance the collective genius of the people in the organization. In doing so, their team overcame obstacles that seemed insurmountable at first glance.
Ineffective leaders, on the other hand, use their expertise in the moment. They feel good about their decisions, while their colleagues feel isolated, ignored and undervalued. As a result, their organizations fade away as they meet the challenges.
To understand the strategies of effective leaders in high-functioning organizations in difficult times, I interviewed Dr. Richard Winters , Author*) You are the leader. What is it now? : Mayo Clinic Leadership Program .
I ask Dr. Winters, who believes that as an emergency physician, executive coach, and director of leadership development, what are the most effective strategies he recommends for leaders.
PhD. Winters identified four things that effective leaders do when faced with obstacles (and that less effective leaders do not).
1. Effective leaders make their decisions.
Ineffective leaders make decisions based on reactions behind blind spots. Before they clearly understand the problem, they jump to the options and the way forward. They amplify the voices of a powerful few and silence others. They cannot determine the best decision-making process. This leaves colleagues at a loss and confused.
Effective leaders use the decision-making process that best suits each decision area. For example, when challenges are clear and predictable, they leverage best practices and common sense. When problems are complex and need expert advice, they seek expert advice. When situations are complicated and emotions run high, they rally colleagues to create a shared reality before deciding how to proceed.
2. Effective leaders are coaches, not mentors.
Ineffective leaders are mentors. They advise colleagues based on their own experience. As honorable as their intentions may be, their advice ignores differences in colleagues’ circumstances.
“Effective leader coaching,” says Dr. Winters. “They see their colleagues as experts in their own experience, and they challenge and support their colleagues’ ideas.” In addition, they ask open-ended questions. They help each colleague understand the world so they can formulate effective actions from their unique perspective.
3. Effective leaders illuminate fears and concerns.
“Ineffective leaders ignore the fears and concerns of their colleagues. They ignore resistance. They hope it will go away. But it won’t,” Wen said Dr. Tess shared.
Effective leaders illuminate fears and worries. They acknowledge resistance and face it head on. They then worked with colleagues to work out how to collectively reduce fears and worries as they moved forward.
4. Effective leaders embody the values of the organization.
Ineffective leaders talk about organizational values, but quite the opposite. They advocate teamwork but make decisions alone. They talk about respect, but they talk about colleagues. They embrace management, but will get out of the challenge in their own way.
“Effective leaders embody organizational values. Their actions reflect their values. They walk the talk even when things are difficult,” Dr. Winters said, reflecting Something that the leaders I coached lack.
Effective leadership is not easy. That means putting aside your expertise, spotting discomfort, and promoting the best in others. But leaders who bring out the best in others bring out the best in their organizations. “These are leaders who elevate great organizations,” Dr. Winters said.
