I’ve not always been a big fan of Lencioni’s fables, yet admire his ideas, methods, and tools. One of my customers achieved a significant breakthrough in their leadership team after I facilitated the Five Dysfunctions of a Team exercise.
If you’re a leader this book is for you. You may not need to read if you’re already the type of leader Lencioni describes, or if you’re not the type of leader he recommends, then you may not understand or absorb why this is critical for leadership.
Due to Coronavirus, this motivation for leadership been never been more important. Any leader motivated by reward-centered leadership is probably having significant challenges dealing with this crisis. Let’s explain the two types of leadership motivation.
LEADERSHIP MOTIVATION
Lencioni states, “… over the course of my career I’ve come to realize that some leaders fail to achieve organizational health because they possess an almost unconscious unwillingness to do the difficult tasks and confront the challenging situations that are required to bring it about. This unwillingness flows from a flawed—and dangerous—motivation for becoming a leader.”
Lencioni believes two motives drive people to become leaders.
It’s like a father, Lencioni shares, who maintains the belief being a parent is convenient and fun. He has a hard time embracing the concept of spending a lot of time with his children or attending their activities. As long as he maintains the belief dads shouldn’t have to frequently sacrifice their own interests for the needs of their kids, the most you can expect from him is begrudging compliance when it comes to an occasional game of Chutes and Ladders or a trip to Chuck E. Cheese. He’ll not want to change dirty diapers or help with algebra homework either.
Only by shifting his underlying attitude about what it means to be a parent can this dad become a good one.
When it comes to leading an organization, reward-centered leaders operate under a similar assumption: their role should be convenient and enjoyable. They delegate, abdicate, or ignore situations only the leader can address, leaving a painful and destructive vacuum.
The biggest problem? They don’t understand the flawed nature of their motive for leadership. Many even take pride in it!
Lencioni believes it’s time to expose reward-centered leadership for what it is and help leaders overcome it, for their own good and the good of the people and organizations they are supposed to be serving.
The Five Omissions of Reward-Centered Leaders
How many of these do you avoid, or fail to recognize as your leadership responsibilities?
Growth demands Strategic Discipline.
Discipline sustains momentum, over a long period of time, laying the foundations for lasting endurance.
A winning habit starts with 3 Strategic Disciplines: Priority, Metrics and Meeting Rhythms. Forecasting, accountability, individual, and team performance improve dramatically.
Meeting Rhythms achieve a disciplined focus on performance metrics to drive growth.
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CASH |
Positioning Systems helps mid-sized ($5M - $250M) business Scale-UP. We align your business to focus on Your One Thing! Contact dwick@positioningsystems.com to Scale Up your business! Take our Four Decisions Needs Assessment to discover how your business measures against other Scaled Up companies. We’ll contact you.
Gallup provided a webinar on Employee Needs last week. What the top three employee needs are during this crisis, next blog.