Leadership Shift: Retire Outdated Practices Now
Modern leaders are dynamic and agile.
They adapt to change and have retired the old “command-and-control” approach. Instead, they have learned to focus more on people in the 21st century.
There are some traditional leadership principles and approaches that transcend time. However, some others need to be retired. Are you using leadership approaches that are comfortable but outdated?
I recall interviewing a candidate years ago at a college job fair. I asked him where he would see himself in five years if I offered him a job.
I was speechless when without blinking replied, “I’m not sure. It depends on where I can be challenged, at P&G or some other company.” His honest and candid response made sense, but that was not the answer I expected.
I expected something along the lines of, “I see myself having more responsibilities and making more contributions at P&G.” But that’s the answer you give when you expect to stay in one job until retirement – as was the case when I started my career in 1986.
By the end of that day-long job fair, and realizing that several students had similar responses, I concluded that this new generation of candidates was different and I needed to be agile in understanding and managing them. Several of my interviewer colleagues expressed similar sentiment.
We had to get with the times or be left behind.
Unfortunately, many leaders are stuck in outdated models and expectations that defined traditional leadership.
There are past ineffective strategies that still linger in some leaders. These include:
- Micromanaging. This slows people down and strips ownership from those responsible.
- Being the expert. Leaders were once portrayed as the experts. However, no one knows it all.
- One-size-fits-all. We are a collection of diverse individuals. Each employee should be coached and developed based on their styles and abilities.
Modern leaders are strategic. They are focused on developing future leaders and delivering results through others.
Traditional versus Modern Leadership
The traditional leadership models are transactional, demonstrate power, and focus on results at all costs.
- Traditional leaders are transactional versus relational. Transactional management is limited to the contract. Relationship management builds future leaders, leadership legacy, and exponential influence.
- Traditional leaders are controlling versus empowering. Control will lead to burnout and an unhealthy organizational culture. Empowerment delivers business ownership and employees seeking intrinsic rewards.
- Traditional leaders are results-only driven versus purpose-driven. A results-only focus will deliver only what’s targeted. Purpose-driven will deliver breakthrough results.
Traditional leaders sub-optimize their impact and limit the effectiveness of their organizations.
Outdated Leadership Approaches to Retire
Here are some outdated tactics that modern leaders have shed or do not reapply.
- Command and control tactics.
A command-and-control strategy may have been effective in driving mass production in the past when we had Bosses versus Leaders. Every decision had to come from or go through the leader.
This approach is still used in some organizations. Organizations where leaders operate as “boss” are missing out on key benefits such as creativity and the transformative impact that leader could have.
Better results will be achieved when employees are empowered with the right information and resources, and have the decision-making space to act as owners of the business, rather than be treated as disposable assets.
- Expecting more activities to yield more production.
It’s a mistake to confuse activities for contribution.
Working long hours or completing a list of activities does not mean you are delivering the desired results. It only means you are working hard towards burnout.
- Expecting in-office presence to result in higher productivity.
Working onsite does not automatically translate to higher productivity.
The recent global pandemic drove businesses to implement work processes that enabled work to be effectively done remotely. When done properly, that benefit can elevate the cultural health in an organization.
- Top-down directives.
There is a place for top-down directives. However, depending on this approach to delegate execution plans and expectations only limits creativity.
It’s more effective to drive a collaborative environment where everyone feels their input and ideas are valued and considered.
- Annual-only performance reviews.
Annual-only performance reviews were implemented to check off a Human Resources checklist item. It was ineffective and not focused on the employee’s development.
In contrast, organizations where employee development is valued, modern leaders leverage real-time feedback for quick, constant course corrections.
- Hiding vulnerability.
Traditional leaders have a façade of toughness. They developed the unwritten rule that you cannot show emotions at work because it’s seen as a weakness.
Leaders aspiring to greatness must understand how to win at the game of unwritten rules, especially when the rules don’t work for them.
However, trust is built through authentic human connections. This drives empathy, compassion, and a deep understanding of others and yourself.
It’s, in fact, a liability to consistently hide your emotions as a leader. Modern leaders demonstrate high emotional intelligence. They have the ability to understand and manage their own and others’ emotions.
- Focusing on perfection.
A focus on perfection develops a “no mistakes” culture where problems are hidden.
I recall working towards perfection. Not because my manager demanded it, but I expected it of myself. The hidden message in my drive was a fear that anyone would find fault in my work. Of course, that would be possible if I were infallible. But I’m not.
Traditional managers who expect perfection are driving fear.
A focus on excellence wins every time because there is always room for improvement. When we stop accepting that principle, that’s when we stop growing and improving.
- Legacy bias.
Promotion by seniority rather than performance is bad for business.
Seniority should be valued, recognized, and rewarded. It’s a mark of endurance and longevity.
However, we cannot assume time builds experience or increases contributions. The secret to solid job experience is facing and overcoming challenges, rather than relying on years of service.
The ability to navigate issues cultivate true expertise and results in increased contributions. Modern leaders value longevity in years of service, but they promote candidates to increased responsibilities based on their expertise and contributions.
Leaders who hold on to outdated traditional approaches will be replaced by those who adapt to the changing work ecosystem.
The type of work we do has evolved to be more digitized. How we execute work has evolved to be more collaborative. Employee expectations of their work environment have evolved to increased autonomy, professional development, and psychological safety.
It’s easy to identify leaders who are modern rather than traditional: Modern leaders are agile, people-focused, and purpose-driven. If a leader is focused on power and results only, there’s a very good chance their approach is outdated, delivers subpar results, and that approach should be retired.
Empowered Leader Reflection
Reflecting on your leadership style, is there an approach you are comfortable with but is outdated and should be retired?
If this resonates with you, please share your thoughts below, and forward to someone you know could benefit from it.
