Yesterday I left you with this thought, our ability to be successful as leaders depends not only on us being able to employ the latest in leadership strategies but also in our ability to create a medium for people to reach their full potential.

Actually, we should only consider employing leadership strategies that support our people reaching their potential. This gets back to us and our comfort zones.

You remember when we took the Leadership Survey way back on the 24th of May? A big reason we took that survey was to identify our natural leadership tendencies. Once that was established, we were able to determine what we needed to do to adopt a leadership style that was appropriate to meet the needs of our follower.

As leaders we must always be acutely aware of what is comfortable for us versus what our followers need from us. If a choice has to be made, always choose the needs of the follower.

When it comes to building a culture that will allow you to excel as a leader, leadership strategies serve as support functions. To build such a culture you really need to become an “micromanager”.

Did we get your attention with that one?

I hope so, because micromanager really has a negative connotation. So, let’s redefine the term for you.
When we speak of micromanager, in this series, we are will be talking about managing at the core level.
Specifically, making small fundamental changes at the core of our culture that will lead to huge changes in behavior and thus productivity.

So, what is at the core of any organization’s culture? By our definition, it’s behaviors.
Well then, what’s at the core of behaviors? It’s beliefs.
Well then what’s at the core of beliefs? Conditioning.
And conditioning? Experiences.

And, why did we just go through this Q&A? Well, tomorrow we are going to begin to show you where to begin to build your culture.

Let us know what you think

Curt