What if I do not like people? As a leadership keynote speaker at my client’s event, I was surprised to be asked this question.
A question with implications if you want to be a successful leader while maintaining your passion for leading.
A Gartner survey discovered a startling gap between management and teams in terms of leadership needs. 90% of HR leaders believe that prioritizing the human aspects of leadership is necessary for success in today’s workplace. However, only 29% of the employees polled said their leader is a human leader.
Recent global events have heightened the urgency for new thought leadership and methodologies. Leaders must be exceptionally prepared to adapt on the fly, anticipate the unexpected, prioritize, and, at the same time, be available to their teams like never before. As the workforce evolves, many leaders recognize that their previous practices are no longer relevant. In addition, they aren’t equipped to connect with their workforce on a deeper level.
This raises the question for leaders: Do you still have a passion to lead?
Throughout my career, I have heard leaders lament that younger generations are impatient and entitled. To be honest, some leaders (and you may be one of them) believe that leadership is a “rite of passage.”. Or that they were born to lead, and their natural abilities will suffice for future success. However, you could be a leader who is discovering that your own leadership journey has taken unexpected turns. The pressure to deliver results in an uncertain environment may be taking its toll. And admitting that you do not have all the answers may become a new, unfamiliar refrain.
A title does not make you a leader
Let us get right to the point: a willingness or desire to lead is not the same as having the necessary credentials or experience. Your initial desire to be a leader may have served you well in the past. But, is it still relevant? This is a critical question if you want to be effective and successful for years to come. If you have been in a leadership position for a long time, you have undoubtedly seen massive changes in every aspect of business and the workplace. Maintaining a positive attitude and a willingness to serve and lead others requires energy. What can you do to motivate, recharge, and lead yourself first?
Technological innovation and the digitization of everything have been the primary drivers of change. If you started in your current position within the last five to ten years, you have seen ongoing transformation at an even faster rate. Significant sociopolitical and economic events, as well as your demographic identity, have all had an influence on your leadership style, both consciously and unconsciously.
A lack of passion and its connection to employee disengagement
As a baby boomer, my memories and experiences with bosses were mixed. I put a few of them on a pedestal, while others are memorable for all the wrong reasons. Unfortunately, many of you, regardless of age, will likely share my sentiments. The number of mediocre leaders far outweighed the number of great ones. Unfortunately, many organizations continue to operate in this manner. The link between leaders who have lost their passion and a disengaged workforce as a result of ineffective leadership persists.
Leadership motivators
It may be beneficial to consider what it takes to lead successfully in today’s business environment, regardless of your motivations—title, ego, money, the opportunity to apply your skillset, a pay raise, or an altruistic reason. It is highly likely that your responsibilities, pressures, and priorities have changed significantly, as has the composition of your workforce. Do you still have what it takes to meet the challenge and answer the call? And do you have the energy and willingness to continue to lead?
Whatever motivated you to become a leader, the cold, hard truth remains: leadership is still about people. You also need to be enthusiastic about your vocation. Of course, you must have the skills required to be future-ready and successful in a constantly changing business environment. However, if you have lost sight of your motivation and desire to lead, it is time for some introspection before deciding whether to resolve your dilemma or leave. Your employees expect leadership to be confident, insightful, adaptable, and genuinely interested in them. People, not technology, will continue to drive innovation and success.
Eric Hoffer, an American writer on social and political philosophy, once said: “In a world of change, the learners shall inherit the earth, while the learned shall find themselves perfectly suited for a world that no longer exists.” Hoffer’s timeless reflections and future predictions have proven correct. If you want to continue to succeed as a leader, can you imagine yourself as an eager student eager to embrace new challenges? While a number of core principles learned early in your career about being the boss will be useful, you will most likely discover that whatever you thought you knew about leadership is never enough.
The time has come for leaders to ask themselves why they want to lead and continue to lead. As you consider this question, remember that there is a significant difference between responding to the call “people need great leadership” and actually stepping up to lead. Your desire, combined with your ever-evolving skill set, will remain your most valuable assets.