More thoughts on what a great leader is: A backup vocalist

Last week I posted on how Great leadership is a rare gift. It was one of those posts on which the comments make it so much better. I love and value what everyone said, but a few really get to the heart of what I think is a core issue for many leaders.

I love what Bob Fichtner said: Great leaders know when to get out of the way…they give their team the freedom to achieve the goal in their own way.

I love what Cindi Thomas said: Leadership requires a lack of ego.

I love what Tony Meister said: Some (leaders) had too much ego to admit they were wrong. This created a subtle backlash behind the scenes as the negative chatter slowly depleted their reputation and heart following among the team.

Heart following? What a concept! If you are a leader, ask yourself, do you have anything remotely resembling heart following among your team? This comes back to empathy, which is what I believe breeds true loyalty. Do you show that you care about them as people? Or do you treat them like mere “employees”? Big difference.

This morning, I tweeted about how I am looking for another rock star to join my rock star team. I followed up with clarification that by “rock star team, ” I truly do mean that THEY are the rock stars, not I. Jim Raffel, who is a great blogger and a good friend replied asking (with sarcasm noted) if I am just a roadie. Check out Jim’s blog – lots of great advice from a small biz CEO who tells it like it is.

Jim’s question was fantastic; it really made me think in a different way about what role, as a leader, I do play on my team. And, as someone who spent the better part of her teenage years running around Alpine Valley, an outdoor music theater, amidst musical mayhem (and sometimes adding to it), it is a metaphor to which I can deeply relate.

Sometimes I am, in fact, a roadie. I’m not much for climbing up into the rafters, but I have been known to go get my team Alterra soy honey lattes when I think they need it. I’m not above that at all. Whatever it takes to keep the show going.

Sometimes I am a tour manager and an agent. In other words, a facilitator. I arrange meetings and get the team gigs where they can demonstrate their greatness.

Most of the time, though, I am on backup vocals. I am in the meeting to support the work that we have put together as a team. Not to be the loudest voice in the room.

Being a leader doesn’t mean that you have always vocalize the fact that I AM THE LEADER. More often than not, you are there guiding, coaching, supporting with a firm direction but a soft hand. One that lets the team feel a sense of pride and ownership. Shared leadership. At the end of the day, being a leader requires being one of the team.

At least that’s my way. What’s yours?

  • http://JimRaffel.com Jim Raffel

    I must admit that I sent that tweet hoping it would inspire a blog post (easy to say now – right?) Leadership is something I’m thinking about a lot these days. My team is growing too and I know leadership is not something I’ve excelled at in the past. Reading you and the comments of your other readers has been great. I’ve also come to realize that our friend Cindi’s excessive (sometimes it feels that way anyway) of “Why?” is in fact an awesome leadership tool. A well placed why gets people thinking and re-examining the direction they are going. What do you think? Is asking Why? part of good leadership?

    • http://www.spaighttalk.com Sue Spaight

      Good question, Jim. I would say that sometimes asking “Why?” is part of leadership; but it depends how it is done. My personal style is to be involved enough on the team (without micromanagement) that I know the answer to “why?”, at least on the big questions. I think if a leader is asking “Why?” too much, depending on how it’s done, it can be a cue to the team that they are not trusted, or be a sign that the leader is not engaged enough with the team. But, yes, inevitably there will be times when we have to ask “Why”. Make sense? What do you think? Thanks for helping me continue this conversation. Love it. -Sue

  • http://whowritesforyou.com Randy Murray

    Great post!

    For me, a great leader is someone that doesn’t even have to be in the room!

    The best examples of leadership that I’ve witnessed are those people that can develop their team to the state where they know exactly what to do and deeply understand the quality required. Then not only can the leader step into the background, they can move on to other things.

    My goal, when leading, is to always leave someone behind that is better at the task than I was. It’s not always easy, but when you can do that, you have launched something great and can keep leading with new teams and tasks.

    • http://www.spaighttalk.com Sue Spaight

      Thanks for joining in, Randy! Your thought about leaving someone behind that is better at the task than you is fantastic. Totally agree – a leader is not the rock star; a leader gives the team what they need to be rock stars. And true, a great leader that builds a great team often and ideally doesn’t have to be in the room. Their presence and leadership is still felt even when they are absent. (But, you can be a great leader and still need to be in the room, or you can be a terrible leader and not be in the room.) Great food for thought! -Sue

  • http://www.c2gps.com Erica Conway

    Spaight, you’ve done it again! You’ve halted my progress on my task list and prompted a moment of reflection. One of my favorite phrases at C2 is “It takes a village…” Every single one of our team is valuable and contributes meaningfully, daily. In my role I cheerlead, collaborate and facilitate, as well as bit of selling now and then. I think it makes sense to play to your strengths and passions while encouraging your team to do the same.

    • http://www.spaighttalk.com Sue Spaight

      Well said, Ms. Conway! It does indeed take a village. And each one of us undoubtedly plays a somewhat different role in that village depending on our leadership style. Which brings me to another question/point: should great leaders be able to adjust their style to the personalities and styles of their teams, within reasonable boundaries? I think so.

  • http://www.tommartin.typepad.com Tom Martin

    Sue

    As usual, a brilliantly simple analogy that is dead on… as I sit and think of the greatest leaders I’ve ever served under, they all were great background vocalists.

    @TomMartin