As a senior manager I always signed up to the view that when
something goes wrong we should resist the temptation to find out who
was to blame. It’s not just that a blame culture makes people afraid
to make decisions, inhibits innovation and risk taking it’s unfair
because when something goes wrong there are usually a range of reasons
why. But sometimes the leader is to blame. There is a difference
between resolute and stubborn, between being focused and having tunnel
vision, between being decisive and being inflexible. Sometimes you
have to recognise your great plan is not working.
A leader who changes the plan every time they come up against
strong opposition is very frustrating to work for. A leader who
refuses to change the plan despite the evidence it’s not working and
simply demands a redoubling of effort is a nightmare to work for.
Those who built their career on being “strong” leaders,
determined, decisive and demanding, think changing their
mind/decision/plan in response to the concerns raised by their own
senior staff is a sign of weakness which will undermine their position
of leader. The answer of course is not to base your leadership style
on being “strong”.
Blair Mcpherson former Director, author and blogger