How to Reach the Ultimate Goal of Leadership
Getting things done is the lesser goal of leadership.
The ultimate goal of leadership is nothing less than transformation.
The biggest roadblock to transformation, within organizations, is the false belief that information is transformation.
4 things transformation isn’t:
- Information. Information apart from changed behavior results in arrogance – the end of transformation.
- Coercion. You can force compliance, but transformation requires freedom.
- Reorganization. The danger of reorganizing the same boxes is it feels like transformation.
- Teaching. Transformation is learning, not teaching.
7 keys to personal transformation:
- Letting go and taking hold is the process of transformation. The hardest part of transformation is letting go.
- People transform. Choose your friends with your future in mind. Influence is the channel of transformation.
- Service transforms the server. Transform yourself by freely serve others.
- Not-knowing, opens the door to transformation for everyone with the courage to step beyond easy answers. “Knowing,” that isn’t growing, is dying.
- Trying new things and evaluating the process transforms us.
- Failure, more than success, transforms us. The danger of success is satisfaction.
- Frustration is transformation’s invitation. Prolonged frustration is transformation yelling at the top of it’s voice.
Transformation is illusion apart from change.
7 keys to participate in transforming others:
- No strings. Jeremie Kubicek told me this morning, “People must know you are for them,” if you hope to participate in their transformation. High influence leaders, seek the highest good of others.
- Shared goals, values, and beliefs.
- Instruction. Transformation often begins with compliance to instructions. You begin by doing what you’re told.
- Modeling.
- Opportunities for practice where failure is accepted, even expected.
- Stretch assignments.
- Evaluation, feedback, and reflection.
7 ways to spot a candidate ready for transformation:
Aspiration precedes transformation.
- Desire to be better.
- Dissatisfaction.
- Willingness to not-know.
- Intelligence.
- Self-awareness.
- Trust. We resist those we don’t trust.
- Bias toward action.
How might leaders transform themselves?
How might leaders participate in the transformation of others?
this is family, society, life advice as well. The distinction of what it isn’t is very important – we can often go through the motions and really we’re just spinning in place.
Thanks Bill. It seems that the illusion of transformation actually gets in the way of transformation. Thanks for stimulating my thinking.
Wow, Dan, this is one of your more abstruse posts (in that it is not exactly straight-forward) but there is also a lot of depth here. No single one of these points jumps out at me in particular, but I must agree that “letting go” really is the difficult part of transformation.
I am glad that you called out shared goals, values, and beliefs. That is so key to success in any process, not the least transformation. We may not share many goals and values, but it is along those that we DO share (and recognize that we share) that productive collaboration begins.
Bias toward action. Reminds me of Peters and Waterman. Love it.
Thanks, Dan.
Thanks Steven. I’m glad to get feedback on being obtuse. 🙂
For me, shared goals may be a beginning but shared values and beliefs are essential to joyful transformation. It seems that transformation efforts without shared goals, values, and beliefs are manipulation.
Make the burning platform a reality for yourself and for others. Do I stay and burn? Or do I come up with a strategies that allow me /us to swim? Transformation is, ultimately, a decision. Just as you stated in your last line, it’s a “bias towards action”.
Thanks Dr. Pinzon. Now that feels like urgency. 🙂
Dan, does participating in transforming others ask us, as individuals, to put others first? In spotting a candidate ready for transformation, does that include walking in his or her shoes? And, looking at candidacy from his or her goal post? The seven ways to spot a candidate ready for transformation make sense, if the person doing the spotting treats others right. And, the possible candidate wants to be transformed at that time. By the way, specifically, what is “transformation”? Is it positive change? Is it renewal? Is it movement toward sustained self-worth and consciousness?
Thanks Painting. I really enjoy your focus on putting others first. If the person spotting people for transformation doesn’t put others first, they are arrogant and manipulative. They are in it for selfish reasons rather than shared.
When I started writing this post, I thought of transformation as growth as a person, leader, or organization. I wonder if transformation is the path to growth. ???
In brief, I think of transformation as positive change within a person or organization that requires us to let go of old behaviors/assumptions and embrace new. What about you?
A belated thanks for your reply about putting others first. You deserve some that thanks.Your leadership blogs are exemplary. Inspiring, motivating, candid, and caring. Best holiday wishes to you and yours. Bob
Having had the opportunity to participate as a leader on a number of “transformational” initiatives with organizational clients I must say you have nailed this … I certainly learned so much as each engagement came and passed … transformation cannot be treated as a “Project” (as many of us consultants – especially ‘in-learning-mode’) would like to … Later in my career I went through an interview based 360 and learned that the largest gap in my personal approach to leading transformation was not the “technical” aspect (this was fine, on scope, time and budget – creative, well thought out plan etc.) Rather I failed to sustain an coach-like approach with the leaders in the organization … who were going through tough times as well. Transformation is difficult – you have to let go of the old – this means significant change for folks – demonstrating significant humility at times, admitting mistakes. With that it is a great time to establish anew, to inspire, to engage and to motivate … I love the piece you share on values and beliefs as this is where it all begins … and sometimes ends.
Great piece Dan.
Thanks Colin. Your story helps me. I feel the compassion in your comment and I think that smooths some of the pain of transformation.
all so very true; and if we don’t trust each other, we have nothing.
Absolutely!
One of your section titles above is this: “7 keys to participate in transforming others:” Somehow, I don’t think you meant this as I tend to interpret this type of thing; or at least I don’t like what I interpret it to mean!!! I do NOT believe anyone can really transform another person; as you note you can coerce them (maybe) into doing what you want them to do, yes. Your list of seven efforts suggest “7 keys to participate with others transforming themselves” which, to me, makes all the sense in the world!!!
As I’ve noted in my comments to other posts, your #5 on that list (practice where failure is accepted, even expected) is such a powerful experience for the one transforming!
The transformation I’m most concerned about is the transformation of a student from expecting the instructor to “tell them everything they need to know” to understanding and developing the skills of effective learning, effective problem solving, communicating, and working in teams – critical for a meaningful / successful personal life and career!
Thanks John,
Your addition and clarification is most helpful. It’s true that transformation is ultimately something we must do, others can’t do for us. Much appreciated.
The transformation you hope to see in students speaks to a fundamental transformation all leaders must go through. It speaks to taking responsibility for our own development.
I think one of the key things is a clear understanding of what a “successful” transformation looks like. I’ve experienced a lot of “transformation initiatives”, where the end point either wasn’t communicated (or worse) simply wasn’t understood by those asking for the transformation. After all, Jeckyll transformed into Hyde, but that wasn’t an unqualified success, was it?
Dan
I love your posts and share what I can onboard with my team frequently. This post has left me with more questions than other
Letting Go – is everything I do today wrong. After all it got me somewhere. Should I not tailor or mould differently rather than let go
Accepting failure is correct but expecting failure – is that the way to go?
Biggest question – is there an end state and plan that needs to be identified before starting the transformational journey or do you start and feel your way through as you encounter success and failures
Closing remark – a big thank you for sharing your remarkable mailers
I appreciate your deeper thoughts Pradeep. If I may comment on some of your questions:
Letting Go – I don’t think the implication is that you are doing something wrong. But often, if we are to transform (i.e. learn / adapt to a new practice), or consider someone else’s point of view, we need to “Let Go” ( put aside temporarily), the way we are currently doing things. If we don’t, then the transformation may never begin.
Accepting vs. Expecting failure – If I am a transformation coach, I would accept and expect my students to fail depending on the difficulty of transformation. If I am a student, going through a transformation, if I have a lot to learn, I might expect failure if I really don’t understand all that is required of the transformation process (“We don’t know what we don’t know”). Therefore, a rational person would “expect” failure as part of the learning process.
Identification of Transformation “end” state – I think a student of transformation should have an idea and plan to achieve the desired “end” state. But , as you indicated, there may also be some “unknown/hidden”, hopefully positive, transformations that also take place.
This is a great article. Your first statement, “The biggest roadblock to transformation, within organizations, is the false belief that information is transformation,” is rich with truth. Rolling out programs and training is only the start. Transformation of an organization begins with the realization that change is needed, followed by the sincere application of new tools and ideas to drive the change.
“People must know you are for them,” This really stood out for me. As a leader If you are genuine and trusted the path to helping others transform has less obstacles!!!
Shared goals, values and believe… this is indeed great and one bold step to take if you really know your lane and trails… It’s quoted, ‘Excellence is a major teacher than mediocrity’. Thereby to achieve an excellent result you must align your goals and believe with the team to get a positive transformation resultance. THANKS for the zip up!
#Humility #Trust