New Age Leadership by Mahesh Baxi

Author:Mahesh Baxi
Language: eng
Format: epub
Tags: New Age Leadership, New Age Leadership
Published: 2014-07-30T16:00:00+00:00

Notes:

Idiosyncrasies That a Leader Should Not Entertain or Tolerate

Idiosyncrasies That a Leader Should Not Entertain or Tolerate

There is a lot written today about what makes a leader, what defines him and what he should do. However, I’d like to address some things that a good leader should not do or promote in their organization, either directly or indirectly; it’s easy to ignore them until the damage has been done. Here’s my list of five idiosyncrasies, which a leader should not tolerate.

1. Brown nosing

Recently, I was introduced to the term ‘brown nosing’ by my former colleague, when he asked how leaders should deal with it. As per the Urban Dictionary, brown nosing refers to ‘someone who sucks up to you to gain a favor.’ I must say that it is quite tempting to give in to such behavior and it is difficult to recognize people who act in such a manner. The weird thing is that when you favor someone, it makes you feel good because you have been able to do something for someone. However, since every good leader is focused on the long-term vision and long-lasting success of his organization, entertaining or tolerating such behavior or culture must be prevented, rejected and destroyed in order to build ‘the organization of the century.’

2. Back channeling

I have heard people say how they like good politics and hate bad politics. I think there is a thin line between the two, one that is difficult to identify and distinguish. This brings me to the behavior that is extremely detrimental to the entire organization and culture; it’s called ‘back channeling.’ As per Wikipedia, the meaning of back channeling is ‘an organizational practice in business that involves bypassing recognized or official chain of command in order to create vulnerability at the level(s) skipped.’ Many 21st century organizations are embracing flatness instead of hierarchy, especially the ones in the field of technology or research. However, a flat organizational structure doesn’t translate to undermining people and their responsibilities.

I must caution you that as a leader it takes absolute fearless execution, courage and faithfulness to organizational values to recognize such behaviors and to eradicate them and at times, the people responsible for them, from the organization.

3. Incompetence

An incompetent person means ‘someone who is showing lack of skill or aptitude.’ I believe that every individual has unlimited potential and your job, as a leader, is to unleash that potential. However, you cannot hire a bunch of earth diggers when you are trying to shoot for the moon. It simply won’t happen. I have not come across any organization that says they don’t hire brilliant, talented people. Everyone does, and oddly enough, it is true. You, as a leader, need to know where your moon is and what kind of people will be able to help you get there. They may need the requisite grooming but if you become complacent with incompetent people in the process of realizing your vision and goals, you are bound to lose speed and momentum toward your objectives.

Today,

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