To the Editor:
To begin with, we need to understand what makes a good manager and a strong leader.
A good manager continually demonstrates the ability to grasp and complete those tasks that are within a limited, predictable framework, and clearly stated goals. A good manager is practical; re-orders, re-adjusts, and filters away information that does not seem important in completing the task. We admire those who, through their intelligence, get things done. They are efficient.
A strong leader is one who, with intelligence as a foundation; examines, theorizes, contemplates the meanings of situations as a whole. They see the big picture, understand the impact downstream, and connect the dots. We admire those who, through their intelligence, get things done, and through their intellect insure the results have a more far-reaching affect than the specific task at hand; they are effective.
How does one become effective?
It requires involving others, building a strong team, and having the confidence and a sense of appreciative attachment to depend on them. Effective leaders are interested in what others have to offer, knowing that is required to make a well informed decision, or recommendation. Many have tried; none have succeeded in knowing everything about their area of responsibility, it is impossible.
Those who claim to be fully conversant, talking endlessly without assistance or involvement from others, are using their bravado and actions as a mask to hide a lack of confidence. These actions generate a negative impact on team morale resulting in decreased long-term team productivity, far outweighing the benefits of any completed task.
A strong leader demonstrates confidence in their position through collaborative decision making; where with a good decision, everyone shares in the recognition. With a bad decision, responsibility rests fully with the leader to correct, and working with the team, to demonstrate how a future re-occurrence will be prevented. When needed or helpful, a strong leader will interact as a peer, available as a sounding board or devil’s advocate with one’s team or with others.
A leader’s strength is not demonstrated by being continuously over-scheduled, over-worked, beyond exhaustion. If you have no time to think, if you do not seek opportunities to clear your head (a walk, lunch with a friend from outside of work, a trip to the gym); then how will you set your team’s direction. If not you then who?
Strong leaders look for what others have done well, and seek to build on that success. Rather than focusing on what has gone wrong, strong leaders expect competence, creating a self-fulfilling prophecy of team success which becomes the norm. Celebrating success is required; recognizing and firmly correcting failure and incompetence is critical.
Who should be the state’s next leader – Governor LePage, Mike Michaud or Eliot Cutler?
