Knowing When to Lead and When to Follow

In an issue of Workforce Management, writer John Hollon identified key “Lessons from the Donald” as he put them, and we discussed these on our Coaching Lessons from The Apprentice show as well. 

One lesson John summarized was “Leadership – even a little bit of it matters.”  His point was the winners in the show were all people who showed basic leadership skills.

While our guests certainly concurred with this point, I loved that Ann Vanino added that as leaders, it’s also important to know when to lead, and when to follow. 

I had a conversation with Carolyn Kepcher several years ago at an American Management Association event, and when I asked her to talk about the traits the winners from The Apprentice shared, she highlighted that adaptability was the biggest.  She explained those who could quickly adjust to a constant changing environment and set of circumstances were the most successful.

This really rang true to me both on the show and in the workplace in general.  While having the best intentions, leaders who consistently take the ball and run with it without letting others take the helm can often have a negative impact on motivation, teamwork, and the respect of their peers.  While it may be difficult watching someone else in your company drive an important project in a way that you personally wouldn’t, it’s important to support them and become a part of the team if necessary. 

It’s important for good leaders to keep on leadin’ – but also focus on championing and growing other leaders within the team.

For our coaches out there:

• How have you helped executives and managers lead – and be led – within their organizations?
• What would you recommend to leaders out there who struggle when managed by others?  Any best practices or tips to keep in mind?

Your host,

Tom Floyd
CEO
IEC: Insight Educational Consulting
Specializing in Management Consulting, Change Management, Workforce Performance, and Employee Development

Coaching Lessons from The Apprentice

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