3 minutes
5 characteristics to look for
Do you know someone who is very comfortable doing a job that has no leadership dimension, even though you just know they will thrive as a leader? Many of them have a condition that is sometimes referred to as “altitude sickness.” This is not the medical condition that occurs when you are at high altitudes and cannot get enough oxygen. This altitude sickness refers to the fear of success, of reaching great heights. Interestingly, reluctant leaders are often the best leaders. This is because they lead from a desire to serve, not a desire for power. The following are five signs to identify reluctant leaders:
1. Peers seek their counsel. Most organizations have two kinds of leaders: People with leader in their title and people who are sought out for advice by their peers. When looking for reluctant leaders, observe your teams. Who do the team members respect? Who do they go to before bringing problems to the attention to management?
2. They are focused on team success, not individual glory. Some employees are too busy focusing on their tasks to help others with theirs. Others realize that if one employee is stuck, it hurts the team, and they are willing to either help the other employee or direct them to someone who can. The latter are potential leaders. Some employees take as much individual credit for the work of the team as they can. Other employees are selfless and focus on the group's achievements. The latter are potential leaders. And, when thing go wrong as they sometimes do, some employees are never at fault and are quick to blame others. Other employees focus on fixing the problem and correcting the root cause. The latter are potential leaders.
3. They are passionate about the work. Which employees have a passion for the work? They should take pride in a job well done and see their work as a reflection of their character. They sometimes stay late when in the middle of a key project, not to impress the boss but because they are caught up in the moment and lose track of time. That passion and dedication inspires others. If they constantly have their eye on the clock and don’t feel that the quality of their work reflects the quality of their character, they are not leaders.
4. They exercise good judgment. For example, a sign of good judgment is when an employee appropriately seeks help. Do they spend a little time and effort on the problem, but when they see it will impact the schedule, reach out for help? If so, they might be one of your organization’s future leaders.
5. They are life-long learners. These employees realize they don’t know it all. They are more likely to listen and fairly evaluate the inputs of others, in particular, their subordinates. This promotes innovation and encourages employees to speak up if they feel something is heading in the wrong direction, leading to happier teams and better quality decisions. Sometimes, the best leaders are the reluctant leaders. When assessing your teams, look for the quiet, unambitious employees who demonstrate the qualities of reluctant leaders and help cure them of their altitude sickness.
Walt Grassl is a speaker, author of Stand Up and Speak Up, and host of the Internet radio show by the same name. Grassl’s accomplishments include success in Toastmasters International speech contests and performing standup comedy at the Hollywood Improv and the Flamingo in Las Vegas. Also on this blog: "Extrovert vs. Introvert: Which Kind of Leader is More Effective?" and "Vote: No-Meetings Wednesday or No-Talk Thursday?" and "The Value of Electronic Brainstorming."
