March 18, 2002 One Purpose of Leadership Development

Not long ago, I was working with a group of middle managers participating in a leadership development program. During one of the discussions, they expressed some very legitimate complaints about their centralized operations processes that support customer service. Seems there were many problems in this function, and as a field sales unit, they were really feeling the pinch. Based on their evidence, their concerns were very real and valid.

Sound familiar?

We hear some very sound and predictable reasons when we ask managers, "why is it important for you to become better leaders?" Dealing with change and uncertainty is always mentioned, as is the need for attracting and retaining the best people. Both are very appropriate responses. However, there is one other answer that is not as frequently offered. It does not sound as profound or sexy, but is it ever important.

The group cited above, soon connected with this other answer. It dawned on them that one of the big reasons their company was investing in their leadership development was to better equip them to solve the tough problems like the one they were discussing. These managers have always known that finding answers to the really difficult challenges facing their company, requires people willing to take the reins of leadership. They now more clearly understood that they were expected to be those people.

At any time in any company, something of fundamental importance is not working right. Sometimes it might be the compensation plan. Other times it is a product development cycle. And many times, it is key portions of the order fulfillment process that have gone awry. It is for precisely these circumstances that an organization must have able leaders in all parts of the business, who are willing and prepared to step up and tackle the issues.

Big problems do not have easy solutions and sitting around venting about them may feel therapeutic, but does not accomplish much else. Resolution takes a whole bunch of effort - and commitment. It takes people who are simply unwilling any longer to idly sit by and let the problems fester. It takes people, regardless of level, who are willing to enlist others to the cause, confront the inevitable and risky battles of organizational politics, and relentlessly develop and pursue options that lead to answers. People that do these things are frequently referred to as leaders.

The purpose of leadership development is not just to learn more about the topic - it is to be able to provide more effective leadership. And there is no better time to demonstrate leadership than when a seemingly insurmountable problem is shouting throughout the organization for a solution. For you see - neither systems, technology nor money solve problems. People solve problems. People who care.

The next time you are involved in some kind of meeting where the energy has turned to complaining about something of importance, test yourself. Are you conspiring with others, by merely adding more (but unnecessary) proof for a problem that everyone already agrees does exist. Or are you inspiring others, by shifting the conversation to strengthen commitment and develop practical actions, that might in some small way begin contributing to the ultimate solution immediately?

Reflection Questions:

What is one area in your organization right now that you strongly believe needs to be improved?

What are a variety of things you could do that might advance progress on it?

What will you commit to do?