In the preamble to my recent Darwinism blog I wrote about distilling down experiences to form a philosophy or at least an insight into what makes things tick - or the world go around - ha!
Here are a few thoughts about leadership that make sense to me. We are all leaders at sometime in our life - even if just as parents. We are also led. So understanding something about the dynamics of leadership is helpful.
I am not going to tackle the old chestnut - "are leaders born or made" but I am going to cover 3 aspects of leadership in 3 separate blogs. Part 1 I will call theory X & Y. I don't know whose original theory it is - it is certainly not mine - and I am not claiming it is. I do not remember where I came across it. I will say it encapsulates an insight about people that good and effective leaders utilize spontaneously. Whoever wrote the theory put into words what many people inherently understand - but some don't.
This is my précis - my simplification of theory X & Y as it relates to leadership/management - which of course much of day to day life is about. Here goes :-
Everyone is actually drawn to being either a theory X or a theory Y personality.
Theory X people - are natural task managers. Getting the job done is their focus. Single minded. No nonsense. No excuses. No shirking.
In an employment situation and in a more negative sense theory X's often believe their team will shirk if they can , they avoid responsibility if they can and are mainly motivated by money.
Theory Y people - are empathetic - people persons. Their focus is typically not so obviously task orientated - and more directed to individual and team needs - maybe in the belief you get more out of the team or the individual if they are happy or understood.(or the leader is popular/liked.)
In an employment situation and in a more positive sense theory Y's often believe money reward is a poor motivator (it often is over the longer term if imbursement is already adequate), that people want to enjoy their work and will take on responsibility readily.
In a nutshell
Theory X leaders do get the task done - but at what cost to morale and therefore to individual and/or team sustainability. Do they get the best out of people?
Theory Y leaders might not get the task done or done so efficiently or profitably because they have been indulging their team members instead of remembering why they are there. However the converse can very easily be true. They do get the task done in a sustainable way because happy and engaged individuals and a integrated team can be much more effective - especially in the longer term.
THE KEY LESSON
Recognize 2 things :-
1) That you are naturally either theory X or Y when placed in a supervisory/management/leadership role.
2) That at different times and in different situations you need to modify your natural theory bias because the other will be more effective.
Put simply there are situations where you need a Theory X approach - others a Theory Y and the most effective leaders understand that and make the transition naturally.
As an example - in an emergency situation - you definitely need to be task orientated - but in other situations more collaborative perhaps. Maybe carrot or stick is a good descriptor.
PRACTICAL THOUGHTS
Parenthood - there is a time for understanding and indulging - there is a time to give your kids a good shove which they will eventually benefit from. For myself I am always inclined to say well done to my children and be supportive - because self confidence and strong self esteem is so important - but I also recognize that at times it is in their interest to say I am disappointed and you have to try harder - or something a bit stronger - get your bloody finger out and start putting some real effort in - to short term resentment and sulks!. Not easy - ha!.
I read something the other day that parents are too often doing their offspring a disservice by constantly praising them and telling them they are the best in the world - because when they enter the world of work they abruptly discover they are not and consequently cannot cope. We also know some parents press their children too hard - are too results focused - and this can ultimately lead to all sorts of issues including outright rebellion and the breaking down of relationships. Tough love has its place - it is just when and how.
In a work or sports environment a leader sometimes requires a ruthless streak - not a natural disposition to adopt for some - but sooner or later it will have to be found - or sink. On the other hand a leader that demands 110% all day everyday without subtlety will likely burn out his staff and cause resentment.
OVERALL
It seems to me an understanding of theory X & Y will make you a more effective leader but perhaps just as importantly it will maybe make you a more effective team member as you will have a better insight into the dynamics of the situation you are in.
Here are a few thoughts about leadership that make sense to me. We are all leaders at sometime in our life - even if just as parents. We are also led. So understanding something about the dynamics of leadership is helpful.
I am not going to tackle the old chestnut - "are leaders born or made" but I am going to cover 3 aspects of leadership in 3 separate blogs. Part 1 I will call theory X & Y. I don't know whose original theory it is - it is certainly not mine - and I am not claiming it is. I do not remember where I came across it. I will say it encapsulates an insight about people that good and effective leaders utilize spontaneously. Whoever wrote the theory put into words what many people inherently understand - but some don't.
This is my précis - my simplification of theory X & Y as it relates to leadership/management - which of course much of day to day life is about. Here goes :-
Everyone is actually drawn to being either a theory X or a theory Y personality.
Theory X people - are natural task managers. Getting the job done is their focus. Single minded. No nonsense. No excuses. No shirking.
In an employment situation and in a more negative sense theory X's often believe their team will shirk if they can , they avoid responsibility if they can and are mainly motivated by money.
Theory Y people - are empathetic - people persons. Their focus is typically not so obviously task orientated - and more directed to individual and team needs - maybe in the belief you get more out of the team or the individual if they are happy or understood.(or the leader is popular/liked.)
In an employment situation and in a more positive sense theory Y's often believe money reward is a poor motivator (it often is over the longer term if imbursement is already adequate), that people want to enjoy their work and will take on responsibility readily.
In a nutshell
Theory X leaders do get the task done - but at what cost to morale and therefore to individual and/or team sustainability. Do they get the best out of people?
Theory Y leaders might not get the task done or done so efficiently or profitably because they have been indulging their team members instead of remembering why they are there. However the converse can very easily be true. They do get the task done in a sustainable way because happy and engaged individuals and a integrated team can be much more effective - especially in the longer term.
THE KEY LESSON
Recognize 2 things :-
1) That you are naturally either theory X or Y when placed in a supervisory/management/leadership role.
2) That at different times and in different situations you need to modify your natural theory bias because the other will be more effective.
Put simply there are situations where you need a Theory X approach - others a Theory Y and the most effective leaders understand that and make the transition naturally.
As an example - in an emergency situation - you definitely need to be task orientated - but in other situations more collaborative perhaps. Maybe carrot or stick is a good descriptor.
PRACTICAL THOUGHTS
Parenthood - there is a time for understanding and indulging - there is a time to give your kids a good shove which they will eventually benefit from. For myself I am always inclined to say well done to my children and be supportive - because self confidence and strong self esteem is so important - but I also recognize that at times it is in their interest to say I am disappointed and you have to try harder - or something a bit stronger - get your bloody finger out and start putting some real effort in - to short term resentment and sulks!. Not easy - ha!.
I read something the other day that parents are too often doing their offspring a disservice by constantly praising them and telling them they are the best in the world - because when they enter the world of work they abruptly discover they are not and consequently cannot cope. We also know some parents press their children too hard - are too results focused - and this can ultimately lead to all sorts of issues including outright rebellion and the breaking down of relationships. Tough love has its place - it is just when and how.
In a work or sports environment a leader sometimes requires a ruthless streak - not a natural disposition to adopt for some - but sooner or later it will have to be found - or sink. On the other hand a leader that demands 110% all day everyday without subtlety will likely burn out his staff and cause resentment.
OVERALL
It seems to me an understanding of theory X & Y will make you a more effective leader but perhaps just as importantly it will maybe make you a more effective team member as you will have a better insight into the dynamics of the situation you are in.
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