Super leaders, do they exist? The idea that a super leader has great drive, superior intellect and all the answers coupled with a zen-like calmness is appealing. But the truth is that these expectations cannot be met. Super leaders having all these traits and abilities are just myths. No one person can have all the answers. Good leaders know and acknowledge this fact.
Great leaders believe in a process where learning is shared among team members. The answers come not necessarily from the leaders but from the team members as well. In fact the mindset that says all answers must come from the leaders actually stymies a lot of leaders. The old fashioned myth that a good leader takes decisions one after another very quickly had gained ground earlier when businesses were run on a command and control basis. The idea of a super leader who makes decisions quickly and who instinctively knows what is right at all times is no longer valid. Even earlier these supposedly super leaders were making bad decisions and regretting later.
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No leader can have all the answers. In fact answers should come at the end of careful discussion and deliberation with the team members. Real super leaders of today are unafraid to ask for help. The thinking that was prevalent earlier that asking for help somehow weakens them is no longer true. Good leaders do not lose respect of their teams when they ask for help. It is much better than working solo. Great leaders know seeking feedback and consensus from their teams is empowering for all. When senior leaders believe in this and implement it, others down the line such as team leaders and project managers etc follow suit and behave accordingly with their teams.
Success is the product of people thinking and working together. Team members feel empowered and motivated when their leaders ask them for their views and feedback. Such an approach makes even the most reserved team members to open up and share views eventually. Team members develop confidence in their abilities and feel an important part of the team and the organization. Thus a consistent approach of sharing views facilitates important business leader goals like helping team members develop their abilities and skills.
One of the foremost expectation in leaders is about having their teams’ trust. The strength of a good leader is directly proportional to the trust he enjoys of his team. If team members believe that their leader supports them and that he is not merely working to promote himself, they trust him. This trust is strengthened when leaders ask team mates for ideas, help, support and expertise. This trust empowers them to raise a voice against bad decisions that would have cost the organization dear.
Ultimately all business leader goals revolve around building strong teams of people who value their role and help realize overall business goals of the organization.
Thus great leaders know that that they are not omnipotent, that they are not good at everything, and that trying to do everything actually creates impediments in decision-making. They know that such an approach is detrimental to the well being of their organization as it chokes the talent pipeline. A super leader in reality sets development goals, continues to learn and helps team members to learn and develop.
References:
- Beware of the myth of the super leader. Ron Thomas. Mar 27, 2018.
- The myth of the super leader. Marge Combe . Jun 14, 2017
