I love observing human behavior. In particular, I love observing human leadership behavior. There are so many different approaches used to get the job done. Some are focused on the work exclusively, some are oriented toward relationships, and others are focused on their own power. When organizational changes are added to the mix, a power struggle of sorts often follows. In those instances you should be ready for collateral corporate damage.
Serve Them All
Damage
The stakes get higher when those leadership behaviors that I can influence and guide to a more effective outcome are so blinded by a lust for power that it doesn’t matter what anyone says or does. The focus on consolidating power and control, particularly during a period of organizational change that is focused on including others can be quite damaging.
“Nearly all people can stand adversity, but if you want to test a person’s character, give them power.”
– Abraham Lincoln
How About You
How do you react when leaders who perceive their power is slipping away start lashing out, becoming more emotional, or focus too strongly on their own importance? Is there a safe way HR can help; or are these folks already past the point of no return?
I’d love to hear from you.
No Excuses.
