[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][fusion_dropcap color=”” boxed=”no” boxed_radius=”8px” class=”” id=””]G[/fusion_dropcap]reat leadership requires a whole lot more than hard work. Sure, the ability to buckle down and plow through tasks is great, but disappearing into the shadows while doing so is something I call “invisible leadership” — managing like Casper the Friendly Ghost.
Have you ever worked with a manager or executive who has mentally checked out?
These folks have given up on inspiring their crews, influencing other departments, and enacting company-wide change management. Instead, they stay in their swim lane and complete their daily responsibilities without stepping on toes.
It’s low-emissions leadership.
We don’t need more this type of leadership in this country. We actually want our leaders to leave a footprint like Bigfoot or…
General Dwight D. Eisenhower on Leadership
Your company didn’t make you a leader because you’re timid and really great at robotically executing tasks.
You were hired because you’re a smart worker who gets stuff done, but you were also hired to be an inspirational and vocal presence who clearly, concisely, and consistently inspires productivity, innovation, and change.
Not everybody is mentally fit to simultaneously accomplish these things; most people struggle to thrive in the chaotic tornadoes of growth-phase businesses.
You need to be the outlier, the 1 percent who meditates in the middle of the storm, then stands up and says, “Follow me.”
Does this mean you should walk around with your chest puffed out, boss people around, and constantly bask in your own glory?
Heck no.
As Dwight D. Eisenhower said, “You don’t lead by hitting people over the head — that’s assault, not leadership.”
Unfortunately, most bosses are constantly smacking their workforces — and themselves — in the head. They send contradictory messages to their staff members by assigning tasks that all need to be completed ASAP.
This persistent head banging not only leads to migraines and concussions, but it also causes leaders to lose credibility and forces employee morale to sink lower than Barry White’s voice.
It’s a mental assault on long-term morale.
The Incredible Hulk on Controlling Anger Issues
When the going gets tough, some leaders make themselves visible by becoming red-faced football coaches who curse, scream, stomp their feet, and even sometimes bench (fire) their key players. They think that showing anger will generating better results.
But really they do this because commanding is easier than teaching.
Visible leaders should definitely get angry.
I think the best leaders, like David Banner, are always a little angry; they just have mental control that allows them to positively channel it without turning into The Incredible Hulk.
Beyond self-discipline, here are four other ways to maximize your leadership visibility during the flip-flopping of corporate strategies:
1. Plus-Size Your Hiring System to Build Leadership Skills
What good is a leader if he doesn’t have the right followers? Don’t put hiring responsibilities solely on the shoulders of your HR department.
You know what your expectations are better than anyone else does, so take an active role in finding the right people for the job. Build a new hire program that takes employees from zero to hero within 90 days of onboarding.
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2. Build a Framework, Not Task Lists in Excel
Invisible leaders spend time every day creating task lists for employees.But a true framework of success doesn’t involve daily lists.
Instead, it requires a flexible standard operating procedure that incorporates nearly every business scenario.
Instead of overwhelming your employees every morning with a new, insurmountable pile of busy work, lower their (and your) stress level by enacting enterprise-wide frameworks that guide the accomplishment of tasks.
3. Multitask Effectively
Being a visible leader is kind of like being the U.S. president; you need to wear different hats, attend many meetings, and simultaneously appeal to multiple groups of people. We’ve seen each of them roll up their sleeves and stand with the working class.
You need to do the same thing as a business leader.
Not only should you jump in the trenches and work along your employees, but you should also step atop the podium and inspire them with top-down vision.
4. Slow Your Responses
Stop immediately responding to every email. It doesn’t matter who wrote it — even your CEO. Without truly assessing the situation, quick, generic responses like “Sure! I’ll have that for you this afternoon” could add hours of unnecessary work to your plate.
Take time to connect with your team and gather the facts. You can then craft a thoughtful response that’s clear and concise.
Your Next Steps:
Not sure whether your style of leadership is visible or invisible? Look at your pay stub, then Google the average salary for people in your position.
If you’re below the local average, it’s safe to say you’ve become Casper.
Change this now by dropping by your CEO’s office. Don’t talk about salary, though.
Talk about pain.
Identify the pebble in her pumps, and create a strategic plan. Sell it to the other leaders in the company, then lead the plan’s execution.
This will send you down the path of visibility. The worst that could happen is that your paycheck will stay the same — but at least you’ll no longer be mistaken for Casper.
– adapted and originally published on Switch & Shift.
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