Leadership Is About Results, Not Style

Having observed organizational leadership for three decades, ineffective leaders invariably explain their reasoning by referring to their methods as "leadership style." While they refer to it as their style, I call it a lack of leadership! It is nearly an oxymoron to justify poor leadership as one's "leadership style,' because leading is not a matter of style, but rather a matter of implementation, effectiveness, and having a vision. However, "vision" without a plan to implement the vision, is nothing more than "blind" leadership. I believe that leaders who do not plan properly are usually acting in the "blind," and it is very rare that "blind" leadership is at all effective. Many organizational leaders seem to prefer a "hands off," above the frill style of leadership. Unfortunately, unless these volunteer leaders are involved with one of the very few organizations that are effectively led, and directed by paid staff, most effective leaders need to be willing to get thekir hands dirty.

Effective leadership requires thorough planning, and that is not a matter of "style." Rhetoric is a matter of style, but rhetoric alone, while it may sound exciting, never accomplishes an end result. How one conducts a meeting, gives a speech, relates to people, etc., are all things that relate to style. However, effective leadership mandates first having a "vision," then creating an action plan, and then doing the "nitty gritty" to assure that the vision is accomplished. I have previously published articles about strategic planning, as well as about action plans, and when you read those, you will realize how essential I believe these things are to being an effective leader.

Most leaders are not "born leaders," but are rather trained and developed. Many "leaders" who believe in "style" often "talk the talk," but rarely "walk the walk." Unfortunately, since there are more leaders that are more "style than substance," these individuals generally show an arrogance towards the realities of leadership - - that is, the hard work, decision making, planning, follow-up, and implementation.

Until an organization understands and implements multi- staged leadership training, that organization will not develop to its potential. The dearth of leadership, which is generally related to an inadequate process for qualifying leaders, combined with an unwillingness to develop thorough and professional leadership training, is the greatest obstacle to organizational competency.

it is a sad reality that of the several hundred leaders I have both observed and consulted to in the past three decades, the overwhelming majority, while often very nice individuals, are ill-equipped to be leaders. I have observed very few organizations that give sufficient attention to qualifying leaders, leadership training and development, and paying sufficient attention to details, strategic planning, and developing essential and implementable action plans!