10 Modern Leadership Myths & Realities

Several years ago the Gallop Organization conducted a research study of hundreds of companies asking the single question: “What do great managers or leaders do?”. Results of this important project are reported in the book First Break all the Rules. The following pages summarize some of what the this study found under the title of “Modern Leadership Myths and Realities".

As you consider read about these, keep a mental checklist of which of these you have consciously or unconsciously bought and what you can do to enhance your own leadership skills.

MYTH #1: Anyone can be anything they want if they just try hard enough and hold to their dreams. You can change people’s natures.

=> REALITY: People are neurologically “wired” differently. They have certain pathways laid down in their brain for certain talents. You cannot change who they are at this level. Great leaders figure out the different ways their people are wired and then help them be more of who they already are.

MYTH #2: Everyone should strive to be a leader. The leadership role is no longer as important as it once was.

=> REALITY: Leaders are as important (and more important!) than they have ever been. In a global marketplace, an organization's competitive edge is in it’s people. Leaders work with their people helping them turn their talents into performance.

MYTH #3: Every business partner or team member should be treated the same.

=> REALITY: Every business partner or team member should be treated in ways that are consistent with who they are as people. This involves gaining an understanding of their different goals, their talents and skills, their intelligence profile, and what motivates them toward better performance.

MYTH #4: Leaders should “keep team members or business partners at arms length”. They should not get too close or friendly with them.

=> REALITY: Forming close relationship, even friendships, is the key to effective leadership. It is only here that a leader really gets to know and understand his or her team members and business partners at deep enough levels to genuinely help them be the best they can be.

MYTH #5: When selecting people for certain tasks within the organization, select people who have past experience, who have high intelligence, or who are very determined.

=> REALITY: Select for talent. Past experience, intelligence, and determination are not as relevant as what a person loves to do and what they, by nature, do very well.

MYTH #6: The key role of the leader is to define and promote the right steps for business partners or team members to follow for the different aspects of the business.

=> REALITY: The key role of the leader is that of a catalyst who first of all figures out how his or her people are different, second defines the appropriate outcomes for each person, and third does whatever it takes to help a person achieve the desired outcomes.

MYTH #7: Team development involves promotion to the next rung of the organization's ladder.

=> REALITY: Team development is a process of working with each team member or business partner to find promotion opportunities which are appropriate for them as the individual they are.

MYTH #8: Leaders should focus their efforts on diagnosing what’s wrong, what’s not working, or what has failed and finding ways to fix it.

=> REALITY: Failure and excellence are not two sides of a single coin. They are different realities and are NOT causally related. Managers should focus on excellence – on what’s working, on what’s succeeding, and on what’s right.

MYTH #9: Everyone can and should be able to do anything and/or play any role on the team. The leader’s job is to help everyone “broaden their skill sets”.

=> REALITY: A focus on broadening skill sets does not create a strong team. Strong teams happen when each member is doing what they do best. The leader's job is to help each person on the team perform the skills and play the roles for which they are best suited.

MYTH #10: Leaders should control their people. They should find the weaknesses in their people and help them overcome or strengthen their weak areas.

=> REALITY: Each person is delightfully unique. Their so-called “weaknesses” are a part of what makes them unique. Forget about trying to fix these. Instead focus on helping people excel in their strong areas. Find ways to help them become more and more of who they fundamentally are.