Are Leaders Tools?

I was recently asked a very insightful question by Steven R Light (thank you!). He read my book “Developing Exemplary Performance One Person at a Time” and asked if the leader should be considered one of the 7 Factors that drive performance since leadership is so important.

I thought about this and referenced some of the current research on how the leader impacts performance. I think of leadership (and management) as more of a role than one of the 7 Factors. While their actions drive or inhibit the performance of others, there is a joint responsibility to use the appropriate Factor rather than serve as a one.

Saying a leader is a Factor is like saying the carpenter is one of the tools used to create a cabinet. The carpenter drives the creative process and uses the appropriate tool to create a beautiful cabinet. It’s similar with leaders. They drive the process of developing people using the most important factor to leverage exemplary strengths, grow expandable strengths, or remove derailers.

However, that’s as far as the analogy goes. Leaders don’t end up with a product. They support the continual development of people. The person being coached by the leader uses the same tools to focus their development in the areas that are most important and impactful to their performance.

I’d really like to read your thoughts. Please comment and join the conversation.

A few quick references:

• FranklinCovey: The 4 Essential Roles of Leadership
• Center for Creative Leadership: Roadmap for Leadership Development