Rethink your default leadership reactions

Updated: Sep 30



When I was young one of my mother’s favourite expressions was “If in doubt, don’t!”  In leadership there are many occasions when you are faced with choices that are difficult.  Ron Edmonson in his blog Graced Again  lists the following recommendations in relation to the following leadership issues

In matters of hiring…default to no over yes – If in doubt over whether the person is a good fit, I vote no. It’s not worth taking a chance when adding to the team and when I haven’t followed this one it has usually turned out to be a mistake.

If you think you shouldn’t say it…don’t – I often don’t follow my own advice here, but I’ve learned if my gut is telling me to “keep a tight rein on my tongue”, it’s likely to be a Biblical conviction. The more I discipline myself in this area the more respect I garner as a leader.

If it’s between empower or control…choose empower – Except in cases such as vision or a moral issue, letting go of control and empowering others almost always works out better than expected. Even if the person isn’t successful, I have seen that the learning curve for them and the team is huge and often some of the best discoveries for the team are made when I get out of the way.

My preference or the team’s preference…go with the team – There are times I have to make the hard decision to stand alone, but I try to surround myself with people smarter than me. If I am clearly outnumbered, I tend to lean on the wisdom of the team. You won’t keep respect as a leader if you continually stand opposite your team and keep being proved wrong.

In person or by email…choose in person – By far, email is my most frequent communication tool. It has to be, just because of the sheer number of communications I have in a given week. But, when I can, especially with our staff, I choose the personal touch. Get up from the desk and walk down the hall when it is an available option. Email and text are misunderstood far too many times.

If there’s doubt…ask for clarification – If you aren’t sure you understand what someone is thinking…if it doesn’t appear they understand you…rather than assume…ask. I’m continually asking my team something such as, “When you said _____, can you help me understand what you meant by that?” Misunderstanding leads to strained relationships and unhealthy teams.

Grace or dismissal…choose grace – There are times when you simply have to make the difficult decision. But, when you can….extend grace. Some of my best, more loyal team members became that way only by grace.

Learning some of your leadership default zones may make you a better leader.

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