What Anti-EntreLeadership Looks Like
I really enjoy reading Chris’ blog, and it’s not just because I’ve known him for many years. I appreciate his wisdom. In fact, it would be nice to work for a boss who actually practices what Chris preaches.
I’ve been in the corporate world since 2001. In the last decade, I’ve seen both the good and the bad. Unfortunately, the bad outweighs the good 492-to-1. Since I was, at one point, in a work culture that promoted EntreLeadership, I know when it is not being practiced. So here are a few ideas of what not to do when it comes to being an EntreLeader. You can call it the “anti-entre” if you’d like:
- Your team can spot “fake” a mile away. There’s a bigwig where I work who is a number cruncher, a true bottom line guy. About once a month, when he wants to “motivate” us, he’ll come out of his office and be our friend. He’ll joke about the weather. For good measure, he’ll throw in a question about a local sports team. You can almost feel the eyes rolling in the room. Be consistent. Since your team members are your most valuable resource, let them know they are appreciated. I promise. It will make them want to work harder for you all month long.
- Practice what you preach. We’ve learned from Psalm 133 that leadership and work ethic often come from the top and dribble down. Your actions are mirrored. There are “leaders” at my company who have a “Thank God it’s Friday” attitude, which trickles down to the rest of us. On Friday at 3:58 p.m., our office is like the starting line at the Summer Olympics. Bags are packed, computers are off, and car keys are in hand. Everyone is just waiting for that whistle to blow. As a leader, your tone sets the mood for the rest of your team. Create a culture that you would want to work in. Trust me. It will pay off.
- Catch your people doing something right! I can’t stress how important this concept is. We get countless emails at my mega-corporate office about things we are prohibited from doing. These constant notices of the obvious only serve to remind us that we are paid drones—just employees going through the motions. I do understand rules. I’m just believe it’s more effective to point out the things that your team is doing right, rather than setting them up for failure.
- Don’t make us guess your mood. There is nothing worse than needing to gauge the temperature of your office before going in to ask a simple question. I know everyone has good days and bad. But for the sake of your team, be consistent. Don’t bring personal grudges to the office. Don’t take your road rage out on us. The simple truth? We really want to be good team members. We want to do excellent work, and we eventually want to move to your desk when you get promoted to supreme ruler someday. Help us help you!
As a leader, it’s much more beneficial for you to create a work atmosphere that makes your team wake up in the morning and look forward to their day. It’s really possible. I promise!
Question: How would you help this type of leader?