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Unnecessary Leadership
Unnecessary Leadership - The Best Leadership of All
Have you ever wondered why when police officers are present; drivers tend to suddenly follow all posted speed laws and seem to be on their best driving behavior? I always found this to be quite humorous to observe because as soon as the police officer is no longer present, everyone resumes their normal accelerated speeds which are typically far beyond the posted speed limits. It's almost comical how it plays out.
A similar problem lies with management. Employees tend to be on their best behavior and step up their performance when the boss is around but left to work independently, performance drops dramatically. Based on these scenarios, it's fair to say that supervision is often necessary to achieve peak performance from your employees. This is usually obtained through good leadership and management.
In my store, I currently have 12 employees that work for me. From these 12 people I require more than just compliance…..I want engagement…..I want drive. I want a staff that is self-motivated and can work just as hard when I'm there as when I'm not. As their boss, I want to be an unnecessary leader.
I believe unnecessary leadership is possible and was articulated so well by author Daniel Pink in his TED presentation where he discusses how management is a manmade institution that is not as essential as we think. He is a big advocate of autonomy, the act of directing one's own life and controlling one's work. Pink said this should be motivation enough and also discusses "Mastery" and "Purpose" as some other motivations. Management serves a purpose with compliance but self-direction is more useful for engagement. The work environment of today should de-emphasize leadership and focus more on an employee's self-reliance.
The more extreme version of this work model is "ROWE", or "Results Only Work Environment." In this type of environment, employees are compensated purely by their work production and not their time invested. What this means is they can call their own shots as long as they achieve the desired results. These types of employees can either come into the office, or not, and put in 40 hours of work or only 4 hours of work, it's completely up to them. They can also choose if they are going to wear pajamas or a suit and direct how they will achieve their results.
Sounds like the ideal world right? A world that balances freedom and function. There's evidence that, at least in some instances, this can yield increased function.
For several years now, Dutch engineers have seen remarkable results with what they call "shared space." In many communities, they have eliminated stoplights and street signs that direct cars, bikes and pedestrians, requiring people be more engaged as they travel the city. Unlike typical roadways where citizens mindlessly rely on traffic laws, lights and police enforcement, residents in shared space are forced to work together to keep things moving and maintain a level of safety. According to The Times, this change at a major intersection in the town of Drachten reduced traffic accidents from 36 in four years to just two in two years, while speeding up the time it takes for a car to pass through the intersection from 50 seconds to 30 seconds. No one is there to tell commuters what to do or how to do it. The community manages itself. The result is a successful, organic collaboration.
It would seem a key component to this self-governance is personal stakes. That doesn't necessarily mean a reward or compensation. It means the situation must matter to all participants. In the case of shared space, people want to avoid injury. Safety is something commuters value.
As a motivational business speaker, I've identified some non-monetary values that matter to employees. My surveys of work environments consistently reveal one common thread - people want praise. They want stimulating work. They want personal growth. And, they want to be part of something that is bigger than themselves and has some sort of social significance. (This ties in with Pink's thoughts on "purpose.") This means that once people's basic needs are met, they're willing to forgo monetary compensation if it means they can continue to honor their value system.
There are a multitude of jobs that don't pay well but continue to attract dedicated, intelligent people. Occupations such as teachers, social workers, and countless other underpaid professionals work very hard and don't require a lot of direct supervision. These professionals work in their field by choice because they feel connected to what they are doing. Their work inspires and motivates them by giving them "purpose". That "purpose" is why they don't require a lot of management. All they needed was the freedom to follow their passions.
When people become ineffective in their work, it's often means they have lost the meaningful connection to their work. Those that are just plodding along and collecting a paycheck are no longer able to yield results like they once did. This is usually the point when management steps in to force compliance.
But "forcing" compliance requires a lot of time, energy and reliance on management. As a busy person myself, I don't want to "force" anyone to work hard, or for that matter, push and shove them to want something. Even though I'm a motivational speaker, I don't want to motivate my employees. I want people that can motivate themselves. I provide training, support, resources and encouragement along the way but ultimately, it's their job to find purpose in what they are doing.
I can effectively do this by redirecting an uninspired employee to a work-related cause that matters to them. This helps them relight that fire. By getting the right people in the right jobs where they care about the outcome and results, I'm able to create a win-win for everyone involved. This is the key to helping employees function in a more autonomous, stress free environment.
The best employees work independently and don't need motivation from outside sources to do their job effectively. The best leaders are unnecessary. If an employee is unable to function without management supervision, then perhaps it's time to make them available to another employer.
About the Author
Motivational speaker Scott Greenberg is a motivational business speaker on the topics of resilience, leadership and peak performance. He is also an award winning customer service expert and author of three books on leadership.
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One of the unforeseen (and hugely profitable) benefits of the first Pink Panther movie was the popularity of the cartoon cat from that film's classic credits sequence. Added on a hunch by director Blake Edwards and concocted by the DePatie-Freleng animation team, the slinky pink feline immediately spawned his own series of cartoons, first for theatrical release and later for television... |
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Pure Pajamas $17.21 IMMERSE YOURSELF IN THE HUMOROUS, FRENETIC WORLD OF NONSENSICAL WORDPLAY AND TALKING HOT DOGSPure Pajamas collects Marc Bell’s best material from his syndicated weekly comic strip for the Montreal Mirror and the Halifax Coast, as well as a host of a |
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Fierce Pajamas $13.99 When Harold Ross founded The New Yorker in 1925, he described it as a “comic weekly.” And although it has become much more than that, it has remained true in its irreverent heart to the founder’s description, publishing the most illustrious literary humorists of the modern era—among them Robert Benchley, Dorothy Parker, Groucho Marx, George S. Kaufman, James Thurber, S. J. Perelman, Peter De Vries, Mike Nichols, Marshall Brickman, Woody Allen, Donald Barthelme, Calvin Trillin, George W. S. Trow, Veronica Geng, Garrison Keillor, Ian Frazier, Roy Blount, Jr., Bruce McCall, Steve Martin, Christopher Buckley, and Paul Rudnick. This anthology gathers together, for the first time, the funniest work of more than seventy New Yorker contributors. Parodists take on not only writers like Hemingway and Kerouac, but TV documentaries, Italian cinema, and etiquette books. (Enough have been published, Robert Benchley maintains, “that there should be no danger of toppling over forward into the wrong soup, or getting into arguments as to which elbow belongs on which arm.”) Other pieces offer perspectives on the heights of fame, the depths of social embarrassment, and the ups and downs of love and sex. Such well-loved sketches as Thurber’s “The Secret Life of Walter Mitty” take their place alongside light-hearted essays on food, tennis, and taxis, and flights of fancy that follow an apparently simple premise to the point of no return, and sometimes well beyond. Here you will find large insights (Woody Allen: “Why does man kill? He kills for food. And not only food: frequently there must be a beverage”) and hard-earned wisdom (Ian Frazier on dating your mom: “Here is a grown, experienced, loving woman—one you do not have to go to a party or a singles bar to meet, one you do not have to go to great lengths to know”). And, not least, a great deal of helpful advice, including Steve Martin’s on memory and middle age: “Bored? Here’s a way the over-fifty set can easily kill a good half hour: 1. Place your car keys in your right hand. 2. With your left hand, call a friend and confirm a lunch or dinner date. 3. Hang up the phone. 4. Now look for your car keys.” A rich selection of humorous verse includes caustic gems by Dorothy Parker, the effortless whimsy of Phyllis McGinley, and Ogden Nash’s unforgettable slapstick prosody, as well as forays by luminaries who ought to have known better, like Robert Graves, Elizabeth Bishop, and W. H. Auden. A wonderful gift for others, or a delightful treat for oneself, Fierce Pajamas is a treasury of laughter from a publication described by Auden as “the best comic magazine in existence.” |
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Pure Pajamas (Hardcover) $11.85 IMMERSE YOURSELF IN THE HUMOROUS, FRENETIC WORLD OF NONSENSICAL WORDPLAY AND TALKING HOT DOGSPure Pajamas collects Marc Bell s best material from his syndicated weekly comic strip for the Montreal Mirror and the Halifax Coast, as well as a host of anthologies such as Kramers Ergot, Expo, Maow Maow, and more, featuring his recurring characters Kevin, Ol Simp, Chia-Man, Mr. Socks, and Shrimpy and Paul. Throughout Pure Pajamas, Bell creates symbiotic relationships within his fantasy ecosystems, drawn in a rubbery big-foot style. Reminiscent of the sixties comics of R. Crumb but with a kind of bemused detachment in place of Crumb s ire, Bell addresses the big issues of what it s like to live in today s world. |
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Pajamas $29.99 pajamas & bonnet One size fits most adults |
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