Leadership Priorities

Leadership priority

"Why do people want to be leaders? What personal benefit does one seek as a leader?" As a Leader, What is Your Priority? The question may be asked,
· to control others.
· for monetary gain or cash flow.
· to get the job done.

One cannot have all these three priorities because they are conflictive and each has different personal goals. A leader bases decisions on a single priority which may be conscious or unconscious. This priority controls his leadership style and efficiency.

A leader seeking control wants everyone to know he is the boss and wants subordinates to depend on him for decisions. This gives a feeling of superiority, power, control and a feeling of job security, the feeling that the organization cannot get along without me. The problem is, this would bread grounds for minor problems that, in time, explode into uncontrollable problems. Control leaders want to deal with high visibility problems only, they don't want to be bothered with minor problems and will not give authority for other to deal with them. By giving authority, he loses control. Ignoring minor problems will, someday, give leaders many major problems that will enhance his status as a problem solver. Subordinates learn to live with minor problems. Control increase overhead cost and reduce efficiency, getting the job done is a byproduct.

A leader seeking monetary gain or controlling cash flow, is a barrier to getting the job done, because all decisions are based on money. When money controls decisions, leadership resist supplying subordinates the resources needed to get the job done efficiently. These people appear to be extremely busy, but most of their time is spent searching for ways to get the job done with available resources. This may appear to reduce cost, but down the road, cost explodes out of control. Leaders seeking monetary gain at the expense of subordinates reduces morale, increases overhead cost, and drives away customers.

A leader who is focused on getting the job done has authority to acquire the resources he needs and is willing to pass on responsibility to his subordinates with the authority to acquire needed resources (Empowerment). Minor problems can be solved by the people who are first affected by them. Up front cost may be high, but this is the stage where project cost can be controlled.

The assigned job of a leader is to get the job done. If the leader's personal priority and satisfaction is based on getting the job done, then he will base decision on that priority. The result is a super efficient leader. But, if leaders personal priority is control or money, then decisions will be based on that priority that will interfere with getting the job done.

The learning factor: Every new employee comes into an organization is eager to learn and contribute his skills to the team. Under empowerment leadership, this desire grows, under control leadership it dies. Employees who make decisions, learn they are challenged, they brag about the decision they made. This bragging is educating others, passing on knowledge, everyone learns. Employees that only follow orders do not learn, do not brag, do not pass on knowledge. They reject change because this means more one way orders from the boss.

Employee turnover factor: Under empowerment leadership, people who have the ability to make decisions stay, people who only want to follow orders leave. Under control, people who have the ability to make decision leave, people who only follow orders stay. The leadership style controls efficiency by the type of people who remain with the organization.

The motivation factor: People who make decision search for efficient ways to complete tasks. Trial and error and finding a way is highly motivating. For people who only follow orders, their motivation is quitting time and payday.

Summary: A leader's priority will determine the efficiency of his subordinates.