Self-centered or People-rounded Leaders

Self-centered or People-rounded Leadership

By Paul Bertrand

February 2, 2015

 In a world that we are often faced with options, as leaders we are constantly making decisions.  Leaders decide and are accountable in ensuring the best changes and or actions are taken.  This type of authority in taking responsibility can be done in a manner that reflects a leader that is self-centered or people-rounded.

Self-centered leaders are most often focused on what is sought, and have no care of how and who will be impacted by their decisions.  Where as a people-rounded leader will ensure that the problem analysis always involves the individuals, especially the key stakeholders.  Important to note is how your subordinates can perceive you as one of the two. 

Although the details are important for any problem at hand, the leader who does not take into account the basic principles of working with individuals becomes self-centered.  People around you are individuals who may be your customers, peers, prospects, direct and impact reports or your own leaders.

We all know that some of us are more detailed oriented and can be easily swayed in thoughts and actions that are not people focused.  But what I’m referring to is a necessity to not only meet the immediate needs and desires of the challenges, but ongoing and long-term success as a leader in leading strategies, goals, and empowering people.  As a good leader you must realize that it is not you who make it happen, but your success is determined in having every individual around you and impacted by you, to deliver to the right task and decisions you authorize.

I’ve seen all kinds of leaders in my work and life experiences, and I assure you that good wins.  I have been empowered by leaders that have shown a genuine care in me as an individual, valued my input and expertise in whatever was relevant. I respected their decisions and actions because of it.  For example, a CEO who would leave a personal weekly voicemail message to all thousands of employees, although a group message, felt personal because of the genuine sincerity.  When people are asked about their best boss or manager, the list is too often built with the ones who respected you and took some steps to know you as a person.  In these positive relationships that built commitment, all who were working under such leaders were more driven and eager to deliver. 

I’ve also seen work environments so badly poisoned by self-centered leaders, that a third party, organized unions of people, need to be in place just to get the basic details done.  A fool, who somehow believes just because of their role or title, deserves a “god like” treatment.  An environment built where self-centered ills are brewed within both sides, only causing negative advancement, let alone sustainability. 

Nevertheless, any culture can be positively changed through people-rounded leaders, the spirit of achievement.  Anyone can become the heir to success when leading with the three “airs” - Cares, shares and is fair.

Contact Canadian People Management to learn more on how you can be leading your industry, your organization, your team, to greater results. 

Paul Bertrand is the Founder of Canadian People Management Inc. which is based out of Pickering, Ontario. His company specializes in organizational effectiveness development through solutions tailored to strengthen his client’s cultures, leadership and teams.

www.cpeoplemi.com