I've been thinking about a similar concept lately. I think it's important to consider where "leading by example" falls short. I think it's better to "lead by principle." I think "leading by example" doesn't always translate to individualized expression. Every person is different in terms of values, belief systems, strengths, blind spots, etc. Yet, as humans, we have a natural tendency to emulate. The next step for leaders is to remind those we lead that applying the principles looks different for each person. We should model productive behaviors AND coach others how they can translate that into their individual expression. Otherwise, the result is people trying to exhibit a behavior in a way that is misaligned with their strengths, which is when you get the obvious mismatch and apparent inauthenticity.
It's equally helpful for people to learn this concept early so they don't fall into this trap of subconsciously emulating/modeling negative behaviors without intention.
I learned a great lesson from a leader I respect a lot - if you can’t see, you can’t be it. Employees will likely always take their behavioral cues from the person who is writing their performance appraisal.
I agree with this. I also think the system they work in often rewards this kind of behavior, whether it’s micromanaging or another form of leadership.
I've been thinking about a similar concept lately. I think it's important to consider where "leading by example" falls short. I think it's better to "lead by principle." I think "leading by example" doesn't always translate to individualized expression. Every person is different in terms of values, belief systems, strengths, blind spots, etc. Yet, as humans, we have a natural tendency to emulate. The next step for leaders is to remind those we lead that applying the principles looks different for each person. We should model productive behaviors AND coach others how they can translate that into their individual expression. Otherwise, the result is people trying to exhibit a behavior in a way that is misaligned with their strengths, which is when you get the obvious mismatch and apparent inauthenticity.
It's equally helpful for people to learn this concept early so they don't fall into this trap of subconsciously emulating/modeling negative behaviors without intention.
I learned a great lesson from a leader I respect a lot - if you can’t see, you can’t be it. Employees will likely always take their behavioral cues from the person who is writing their performance appraisal.
Micromanaging has been a prominent theme in recent years. Thanks for this post—it's an issue we need to address promptly and effectively.
What an attention-commanding headline!
Wow. Spot on.