Tapping the Secret Power of Leadership
How can leaders powerfully drive home essential principles and values without seeming pedantic?
I’ve had teams leave meetings early to participate in community service. Yes, six people left 30 minutes early to go feed the homeless. Couldn’t they wait? Yes. Couldn’t we schedule community service on another day? Yes.
I’ve had teams disrupt meetings by arriving late after engaging in community service. Was it necessary? No. But it was more powerful than words.
Symbolism:
Communicate values with symbolic acts. Is it more effective to say we believe in community service or let people see we believe in community service?
In, “Leading at the Edge,” Dennis N.T. Perkins tells the story of Captain Ernest Shackleton’s failed Antarctic expedition that began December 5, 1914. They lost their ship, the Endurance, October 27, 1915, but saved themselves on May 10, 1916. I love the story.
The second factor:
Perkins identifies 10 critical factors that enable extraordinary success during extreme adversity. The second critical leadership factor is, “Set a personal example with visible, memorable symbols and behaviors.”
Shackleton knew survival was a tension between speed and weight. “He himself set the example, throwing away, with a spectacular gesture, a gold watch, a gold cigarette case, and several golden sovereigns.” Perkins continues, “In this dramatic gesture, Shackleton personally demonstrated that only items that had value in terms of survival were important.”
Something more:
Shackleton’s symbolic gesture also demonstrated, “I’m one with.” Throughout the journey, he bore the weight of leadership without personal perks or exemptions. In truth, Shackleton frequently assigned the toughest duties to himself.
Wondering:
If you’re wondering, the first critical factor Perkins lists is, “Never lose sight of the ultimate goal, and focus energy on short-term objectives.
What symbolic gestures do you or your organization employ?
What other critical leadership factors enable extraordinary success in extreme conditions?
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I recommend, “Leading at the Edge.”
Thanks for the book reccomendation. I will check it out. I would have to say empathy plays a key role in extreme conditions. It is important to put yourself in the shoes of the people that you are leading. What would you want your leader to say and do? Acknowledge their concerns and then give them reasons to believe that everything is going to be okay. Be the leader that you would want to be lead by.
Hi Manage Better Now,
Thanks for jumping in today. I’m loving “Leading at the Edge” plus my conversation with the author, Dennis N.T. Perkins was phenomenal.
Empathy draws people toward us…harshness drives them away. It is however, important to distinguish between harsh and tough.
Have a great weekend,
Dan
Dear Dan,
this is the situation I experienced while working with bank four year back. It was almost impossible for anyone to move out of the home during flood situation. It was warned not to go out of the house. My branch head, informed me to reach branch and inspect whether items are safe. I took my bike to reach my branch and I narrowly saved by skidding. I dragged my bike to the branch. I saved generator by the help of subordinates. I could also saved documents and other equipment safely. I immediately took help of two laborer on the road. And safely removed some material from the branch. So, I was able to save valuable items. The moral of the story is because of extraordinary effort, I could save the valuable equipment of the branch. That situation shows that in extreme condition, leadership qualities emerges in extraordinary way.
Hi Sachin,
Thank you for sharing your story. I’m glad you made it through safely and had success.
Best,
Dan
I believe that the respective acknowledgement from the leaders during times of adversity and extreme conditions that each person under your influence is there in the workplace for their own personal reasons in order to secure a wage to give them the financial freedom to pursue their own individual freedoms in life – and they choose at that time to work for and with you to overcome the hardships in order for the business to survive and ultimately thrive.
Respect given, will bring it’s own rewards in people going the extra mile with you because they trust and have faith that this will pass as they watch you role up your sleeves and dig in with them …
There is no greater symbol in the workplace than the leaders who are there to welcome you when you arrive and salute you as you leave with a nod of appreciation for another day done ……..
Hi “Ing”
Thank you for consistently adding value to the conversation.
Thanks also for the leadership principles you added. I love the symbolic gesture you suggest. Symbolism isn’t complicated!
Showing respect takes everyone further.
Thanks again,
Best,
Dan
Good morning Dan, thank you for the book lead, I will take a look at it. I agree wholeheartedly with you on empathy drawing people toward us and harshness pushes them away. You will always see people flocking around a good leader. Enjoy today.
Hi Tina,
Thanks for stopping in. If you pick up the book, please let me know what you think.
Best,
Dan
I will do that..
As one of those who has led my team out of meetings for value-consistent reasons, I have to say ‘here here!’
Nothing’s worse than leadership who champions values and then does not practice them. Better yet is to practice them AND use the symbolic modeling. That’s hard to ignore (and often inspiring 🙂
Something as simple as saying ‘thank you’ for every voluntary act performed on your behalf is huge.
Appreciate you, Dan. Hope each day is bringing a bit of healing!
David
Hi David,
It’s great reading your affirming comment. Thank you.
I can’t believe I didn’t neglected to use modeling language in this post on symbolism. Sure am glad you added it.
Don’t just encourage the way… exemplify the way.
Cheers,
Dan
My initial reaction to your first three paragraphs—too many meetings!
Wonder if a better alternative might be still have/prioritize the community service as much as a meeting, complete that work and then have the meeting at or nearby the location of service? That would be out o’ the corporate box. I can hear the ‘yeah,buts’ now—efficiencies, travel time, etc., but we if are ‘talking’ about truly valuing community and creating (and sustaining?) a symbolic action to reflect that value.
To sustain such symbolic action may be a whole different thread. It is not a one time planting that gets the symbolic mythos established. It does require consistency, alignment, and repetition. Even then, it takes time, light, nutrients to get rooted and grow as there are always weeds that may attempt to takeover.(Can you tell its spring!)
Great post this morning. We have very few leaders nowadays like Shacketon that will assign the toughest tasks to themselves. The greatest leader of all time, Jesus Christ – that He came to earth not to be served, but to serve and to give his life as a ransom for many. That’s the greatest form of servant leadership.
Love this Dan. “I am one with” What a powerful statement. It’s like being “A Part Of” instead of “Apart From” Thanks again.
Al
Forgive me but “empathy”, feeling “in”, unsettles me as a Leader. I prefer sympathy, feeling “with”. As a leader I agree 100% with lead by example etc, but as a leader I need to maintain my differentiated position when the time comes when I may have to make a difficult decision or not. I am me and they are them and together we are we. Have I made you uncomfortable?
Regards
Philip
Dan, I love this post and the book. When Shackleton set the example of throwing out his gold, it was both real and symbolic at the same time. His example was powerful then, and it is for us today. How many of us cling to something we think of as “gold” but it is really just weighing us down.
Thanks for your book recommendation. It is now on my list to read. You asked the question “What symbolic gestures do you or your organization employ?” This year we decided that we have totally changed our focus in our business and now we are looking to work with as many non-profit organizations as would like our help.
I hope that you don’t mind me pinning this to my pinterest.
Dear Dan,
Leadership is about belief. This belief creates energy, passion and connects with the vision. Whether organisations or personal goal, this belief only direct to move forward. I also believe that belief infuses courage. Stronger the belief, stronger the courage and vice versa so, extra ordinary leaders have stronger belief for personal as well as professional vision. When integrated together, this belief and courage set role example for others to feel and follow. There are circumstances where leaders face hindrance while others get success easily. In those moments, leaders sometimes may question their beliefs but extra ordinary leaders are aware that bigger goal need bigger effort and hence will take time.
One factor that is very significant is sacrifice. Leaders sacrifice when it comes to create impact. They are concerned about people, organisation and society. For extra ordinary leaders, others success is more important than individual success.
I believe I saw a documentary about Shakleton and his crew.
I find leaders who do not raise themselves too high above their staff to be most effective. One cannot lead unless others are willing to follow. I am interested in another comment mentioning “differentiating” one’s self as a leader and avoiding empathy. I understand this but do not entirely agree. Researcher Brene Brown says some interesting things about vulnerability in her TED talks, and the most salient to me is about the disconnect in our thinking about vulnerability. We fear showing vulnerability because we think it will make us appear weak and yet when we see others choose to appear vulnerable we see them as courageous. I have heard an employer talk about past failures and anxieties and it made me recognize his full awareness of his staff as individuals, each with the potential for success. I respected him more because of his revelation, both as a manager and as a human being.