Strong (not rigid) Leadership

Photo by Markus Winkler on Unsplash

Can you be a strong leader and leave the rigid mindset behind?

Can you be a strong leader and simultaneously leave the rigid mindset behind? Do strength and rigidity have to coexist? I believe that with practice and mindful reflection, you can achieve strong leadership without rigidity. To me, rigidity is the shadow side of a strong leader. If you lean too much into your power, you may become set in your behaviors and mindset. 

This is something I had to work on early on in my leadership journey. As a new educator and then as a new manager, I found comfort in systems and structures, especially those that seemed to be effective. Some of my top Clifton strengths are in the executing domain and, if overused, can lead to a rigid and overly structured mindset and behaviors. When these strengths are over-leveraged, I am less open to alternative options and opinions. I think a strong leader can have a grounded belief system and still be open to different ideas, approaches, and behaviors that are effective and achieve goals, and create effective systems. 

When and How to Ease Up

How do we achieve this balance? We have to notice when we are sticking too strongly to our ideas and behaviors. You might think of it as a rubber band that is pulled taut. If you pull it to the right amount, it can be useful and hold things, or keep things secure. If you pull it too much, it might snap, or break and then is no longer useful. 

Here are some questions for reflection:

Are we being met with resistance by our direct reports, our supervisors, or colleagues?

Are people moving away from us rather than towards us? 

What is the quality of our relationships in the workplace?

Is there trust? 

Depending on the answers to these questions, your observations, and any feedback you have received, you can determine how taut your rubber band is and if it is still useful and helpful.  It could be time to create a specific goal. The goal should be a SMART goal: specific, measurable, achievable, relevant, and time bound. The goal should also be small; just a subtle shift in behavior that slowly moves and shifts mindset. It should also be part of a larger system that you have created. Goals work best when they are not isolated but part of a strategic system.

This important work further strengthens an already strong leader. It is also necessary work for growth to happen. As a leadership coach, I partner with clients to reflect on and practice the subtle shifts that drive growth. I find this work essential and extraordinary! What small shift will you make today to strengthen your leadership?