Leaders Can't Please Everyone

An interesting feature about human nature is that most individuals want to be liked, and if not liked, at least avoid most confrontations. However, when organizational leaders transfer that trait with them to their leadership role, it often causes or creates inefficiencies, at best, or breakdowns in a worse scenario.

In three decades of working with not-for-profits and organizations, I have observed that a large percentage of leaders, however, act as if they wish to please everyone. This often causes procrastinating, indecision, or conflicted decisions, where decisive and/ or swift action or activities might be called for. I have observed fat too many individuals in leadership positions whose "own decision" is based on the last thing they may have heard from someone. Too many organizational leaders initially determine a course of action, only to digress because they "did not wish to offend" someone. Unfortunately, a reality of effective leadership is that whenever any decision is made that is at all meaningful, and will bring forth some sort of change, there will always be supporters or proponents, as well as naysayers or opponents. Too many ineffective leaders end up getting bogged down in wishing to please everyone that it nearly paralyzes any type of effective action.

Effective leaders realize that leadership demands making decisions, and making decisions often creates an opportunity for critics. An interesting attribute of many of these critics, however, is that while they have no difficulty being critical, they rarely offer alternatives that might remedy what needs to be addressed. It is also somewhat interesting to note that many of the harshest critics are also the most thin- skinned, when one disagrees or opposes them.

Leaders must understand the decision making process, become proficient in it, be confident in their research and understanding of the issues, weigh all ramifications, put a price tag on either action or not acting (in terms of money as well as time and personnel), create a goal, then create a plan, then make the plan into an action plan,place a timeline on it, and proceed. A leaders understands and accepts criticism, yet if he followed the proper process in making his decision, should be confident in his position.

Leaders must also understand "opportunity costs." "Opportunity costs" are what the present course of action might be costing the organization in terms of lost opportunities, either in terms of appealing to donors, attracting and maintaining members, or advancing the organization's mission. Organizations must continuously evolve to not only survive, but to ensure they keep their mission viable. Leaders who spend inordinate amounts of time worrying about pleasing everyone take away from the opportunities to get things accomplished!