Lead by saying "no"

We can all agree that leading is inspiring others to grow and develop passion for a leader’s idea or cause. This works in our business and volunteering settings as well. One of the two greatest secrets to leading is saying “no.” Very few of the people I have heard referred to as leader’s ever understand that to truly lead you cannot be in charge of everything. I see people feel that their project is a success only if it is done through their procedures to their visionary end. I am sorry if I hurt your feelings but this is the work of a manager. A leader forwards the cause by developing the people. A leaders measure of success is if the  cause continues to grow after they are no longer the focal person.

How do we as leader’s develop the people we are leading?

First, we provide them with all the tools we can foresee them needing.

Second, we tutor and mentor them in the use of the tools that they have. By helping them become proficient in the use of the tools we increase their likelihood of success in the project and their own personal growth.

Third, we need to explain why the tools work so they can apply any tools they have to other ever-changing situations that may come up.

Fourth, is we let them work and if necessary, fail in their projects? Preferably they fail while they can ask for help or understanding. Through understanding the project goal failure hopefully, they will not fail by the same decisions in the future. The future leaders will learn more through failure and understanding than their success.

Fifth, Say “no”. Hard to believe that no is the most important part of leading. Only by saying no to overlooking what others do will they grow into their potential. Say no to being responsible for what is done. We have to trust those we lead or they will never trust themselves to do the best they can do. In a volunteer organization I have never seen anyone set up and “help” someone as an equal or take over for them if the lead person has been in the position any length of time. This is natural. An example will be the bull of the herd. The bull in charge will always have his pick of the cows and have the herd go where he wishes. Only by defeating though a fight will the power of the herd change. This turn over of power results in the old bull not remaining with the herd. The same thing happens in organizations. No one feels their ideas are good enough or better than the ones used in the organization while an experienced person is in involved especially if they were in charge. In order for our people to finish growing, we have to give them an opportunity. Sometimes that means leaving the organization or at least the branch they are in. Leading by saying no will bring more and fresher ideas to the cause that we have worked so hard for. Let me say this is where the second unspoken rule of leadership comes in.

The second unspoken rule is do not teach leadership in your own organization. Contact me if you wish more information on the second unspoken rule.