Why Should Anyone Be Led By You?

Summary

The script addresses a crisis of trust in Western capitalist societies, where people are losing faith in institutions like banks, politics, and more. It emphasizes the importance of community-building, authenticity, and significance in leadership. Followers desire leaders who are genuine, reveal their strengths and weaknesses, and make them feel valued. Leaders should also be a source of energy and excitement, inspiring their teams to higher performance. The discussion calls for leaders to reflect on their impact and authenticity in the workplace.

Takeaways

• 🌐 Trust in institutions like banks, politicians, and accountants is at an all-time low in the Western world, which poses a significant problem for societal stability.
• 🏗️ Followers desire a sense of community and belonging, which is a significant opportunity for leaders to build community within their organizations.
• 🔍 The research indicates that followers value authenticity in leadership, wanting leaders who are genuine and transparent about their strengths and weaknesses.
• 🤝 Followers are drawn to leaders who can reveal their unique differences and are comfortable with their imperfections, which paradoxically makes them more relatable and attractive.
• 🌟 Authentic leaders are those who understand their unique qualities and express them skillfully, avoiding the impersonation of idealized figures.
• 💡 The script emphasizes the importance of leaders being a source of significance, making followers feel valued and part of a larger purpose.
• 🚀 Exceptional performance is linked to leaders who can inspire and energize their teams, creating an exciting and uplifting work environment.
• 🌱 The concept of 'buzz' in a workplace is often attributed to effective leadership that communicates passion, energy, and a sense of purpose.
• 🤔 The script challenges leaders to reflect on how they are perceived by their followers when they enter a room—whether as a source of excitement or dread.
• 🔑 The ultimate judgment of a leader's authenticity, energy, and excitement lies with the followers, not the leader themselves.

Q & A

What is the main issue discussed in the script related to trust?

The main issue discussed is the all-time low trust indices in the Western world due to capitalism, affecting trust in various professions such as lawyers, accountants, politicians, and banks, which can lead to crises if faith in political and economic institutions is lost.

What does the research suggest followers want in an organization?

Followers want to belong to a community and be part of something meaningful within the organizations they work for.

How does the concept of 'community builder' relate to leadership?

Leaders in organizations can become community builders by fostering a sense of belonging and community among their followers, which is seen as an opportunity in the face of declining informal institutions of civil society.

Why is authenticity important for leaders according to the script?

Authenticity is important because followers want to be led by people they can trust and believe in, who are comfortable revealing their strengths and weaknesses, rather than impersonating someone else.

What is the significance of leaders being a source of significance to their followers?

Leaders being a source of significance means they make their followers feel valued and appreciated for their contributions, which can lead to exceptional performance and a stronger connection to the organization's goals.

What is the role of a leader in creating a sense of excitement and energy in the workplace?

A leader's role is to inspire and lift their followers to higher levels of performance by communicating a sense of excitement, passion, and energy, often through their own investment and devotion to the tasks at hand.

Why is it important for leaders to be authentic and take their 'real self' to work?

It is important for leaders to be authentic because followers can discern inauthenticity, and it is crucial for leaders to be genuine to maintain trust and credibility within the workplace.

What does the script suggest about the perception of leaders by their followers?

The script suggests that the perception of leaders by their followers is critical, as it determines whether the leader is seen as a source of excitement and authenticity or as a source of discomfort and disengagement.

How can leaders use their unique differences to excite others?

Leaders can use their unique differences as a source to excite others by skillfully expressing their distinctiveness and investing passion or energy into their work, which can inspire and motivate their followers.

What is the 'case framework' mentioned in the script, and how can it help leaders?

The 'case framework' is a method of reflection and development for leaders to think about how they are perceived by their followers and to ensure they are sources of energy, authenticity, and excitement in their roles.

What are the difficult questions leaders should ask themselves according to the script?

Leaders should ask themselves whether they are a source of energy to their team, if they are authentic in their roles, and if their followers find them exciting and genuine.

Outlines

00:00

🌐 Trust Crisis and the Need for Community Building

The paragraph discusses a widespread decline in trust in Western societies due to capitalism and the recession. It highlights the lack of trust in professionals like lawyers, accountants, politicians, and banks. The speaker emphasizes the importance of research on what followers want, which includes a sense of community and belonging. The text references 'Bowling Alone' by Robert Putnam, which discusses the decline of social structures and its negative impact on society. Organizations are seen as opportunities for leaders to build communities, but the challenge lies in defining what it means to be a community builder in various sectors. The paragraph also touches on the desire for authenticity in leadership, where followers want leaders who are genuine and transparent about their strengths and weaknesses.

05:02

🚀 Significance and Energy in Leadership

This paragraph focuses on the importance of leaders providing a sense of significance to their followers, making them feel valued and connected to the organization's goals. It uses the example of President Kennedy's interaction with a NASA cleaner to illustrate the concept. The speaker contrasts negative experiences, such as a hotel receptionist's lack of assistance, with positive ones, like a private bank's attentive reception, to emphasize the impact of leadership on follower's perception. The paragraph also stresses the need for leaders to be sources of energy and excitement, creating an inspiring work environment that elevates performance. The speaker suggests that this excitement often comes from a leader's passion and devotion to their tasks rather than an overblown charismatic personality. The paragraph concludes by posing questions to leaders about their authenticity and their ability to energize their teams.

10:02

🤔 The Authenticity and Excitement Quotient

The final paragraph delves into the concept of authenticity and excitement as perceived by followers. It raises the question of whether leaders are seen as energizing and genuine by their teams. The speaker suggests that followers are the ultimate judges of a leader's authenticity and ability to inspire. The 'case framework' mentioned is presented as a tool for leaders to reflect on their impact and consider how they are perceived when they return to their teams. The paragraph challenges leaders to consider whether they are adding value and positivity to their team's environment and whether they are being their true selves at work, rather than role-playing or waiting until the weekend to be human.

Keywords

💡Trust

Trust refers to the reliance on the integrity, strength, ability, or surety of a person or thing. In the video, it is mentioned that trust in various institutions such as lawyers, accountants, politicians, and banks is at an all-time low, indicating a crisis in the Western world touched by capitalism. The lack of trust is portrayed as a significant issue that can lead to a crisis if faith in political and economic institutions is lost.

💡Community

Community here refers to a feeling of belonging to a group or a network of people who share common values and interests. The script discusses how followers desire to be part of a community, which aligns with the literature produced in America, such as 'Bowling Alone' by Robert Putnam, which discusses the decline of social capital and the importance of community involvement.

💡Authenticity

Authenticity in this context means being genuine, real, and true to one's own personality, character, and beliefs. The script emphasizes that followers want leaders who are authentic, meaning they should be comfortable revealing their strengths and weaknesses. Authenticity is seen as a quality that makes leaders more human and attractive, as opposed to impersonating others or striving for an unattainable perfection.

💡Significance

Significance in the script denotes the importance or value that individuals derive from their work and contributions to an organization. Followers want to feel that their work is meaningful and that their leaders appreciate their efforts. The script uses the example of President Kennedy's interaction with a NASA janitor to illustrate how a sense of significance can elevate even the most mundane roles to something grand and inspiring.

💡Excitement

Excitement, as discussed in the video, refers to the enthusiasm, passion, and energy that leaders should bring to their organizations. It is about creating an inspiring environment where people are motivated to perform at higher levels. The script suggests that leaders who can generate a 'buzz' or a sense of excitement are more likely to lead successful teams.

💡Leadership

Leadership in the script is not just about holding a position of authority but about the ability to inspire, motivate, and connect with followers on a deeper level. It involves building communities, being authentic, providing significance, and generating excitement. The video suggests that effective leadership is about understanding and leveraging one's unique qualities to positively influence others.

💡Crisis

Crisis, as mentioned in the script, refers to a situation of instability or danger that may lead to more serious problems if not addressed. The video discusses a crisis of trust in institutions, which could potentially lead to a loss of faith in the legitimacy of political and economic systems, thus creating a broader societal crisis.

💡Followership

Followership in the context of the video is about the attitudes, expectations, and desires of those who are led. It is not passive but involves active engagement and a desire for connection, authenticity, and significance in their work. The script highlights the importance of understanding followers' needs to be an effective leader.

💡Legitimacy

Legitimacy in the script refers to the recognition of the right of an institution or authority to exist or act, which is often based on the trust and confidence of the people. The video suggests that a loss of legitimacy in political and economic institutions can lead to a crisis if people no longer believe in their right to govern or lead.

💡Workshop

A workshop in the script is a structured event or activity designed for learning and development. It is mentioned as a platform where leaders can reflect on and discuss their roles, particularly in relation to being authentic, providing significance, and generating excitement. The workshop is presented as an opportunity for leaders to deepen their understanding of leadership and followership.

💡Charisma

Charisma in the video is discussed as a quality often associated with leadership, involving a compelling charm or appeal that can influence others. However, the script suggests that charisma might be overemphasized in business literature and that other qualities like authenticity and the ability to inspire through one's unique differences are equally, if not more, important.

Highlights

In the Western world, trust in institutions like banks, politicians, and lawyers is at an all-time low due to factors such as the recession.

Research indicates that followers desire a sense of community and belonging in their organizations.

The concept of community building is identified as a key role for leaders in various sectors.

Authenticity in leadership is highly valued, with followers preferring leaders who are genuine and transparent.

Followers appreciate leaders who can reveal their strengths and weaknesses, enhancing their human appeal.

360 assessments can be a rich source for leaders to understand how they are perceived by their followers.

The importance of leaders expressing their individuality and personality is emphasized.

Leaders are encouraged to embrace their imperfections as part of their authentic leadership.

Followers seek significance and a sense that their contributions are valued by their leaders.

The story of President Kennedy and a NASA cleaner illustrates the power of making individuals feel significant.

The importance of leaders being a source of energy and excitement in the workplace is discussed.

Creating a 'buzz' in the workplace can inspire and lift performance levels among followers.

Leaders are advised to reflect on how their followers perceive their return to the team after absence.

The 'case framework' is introduced as a method for leaders to think about their impact on followers.

Leaders are challenged to consider whether they bring energy to their team and if they are authentic in their roles.

The ultimate judgment of a leader's authenticity and excitement is left to the followers.

Transcripts

see Rob we've got this issue that in the

Western world thats everywhere touched

by capitalism trust indices there are an

all-time low

made worse by the recession you know we

don't trust our lawyers we don't trust

our accountants because they shred

documents we don't trust our politicians

we increasingly don't trust our banks

and this is a real problem because if we

lose faith in the legitimacy of our

political and economic institutions we

really really will have a crisis so I

think this research that we've been

doing on what the followers want is very

relevant I mean and so on

and a sage numbers of followers what

they want in a huge variety of context

you know in pharma companies and

professional services companies and

banks and universities and hospitals and

so on and they say a bewildering variety

of things but but the good news is it

looks like it's beginning to cohere

rather clearly and the first thing they

say they want this community they want

to belong to something which I suppose

fits the literature produced in America

you know epitomized by Bowling Alone

part in the putnams book which gets its

title from bowling has never been as

popular in America as it is now

the bowling leagues have collapsed and

those informal institutions of civil

society in decline which he thinks is

bad news of course for smart

organizations it's it's an opportunity

because leaders in those organizations

can become community builders and I

think a really tough thing of course is

to say what does it mean to be a

community builder as a leader in your

organization whether you're in a bank or

a hospital or a university or a school

so hopefully in this workshop people

will get a real chance to think about

that question I think not surprisingly

what we've also discovered is that

people go to work and want to have a

sense of authenticity they want to be

led by people that they can believe in

led by people that they feel they can

trust led by people that they feel

operating in they're into

as well as as their own and that they

feel there's a shortage of this

authentic sense of individuals and

organizations so what we seem to

discover when we talk to followers is

they want people who are comfortable

revealing some of their differences that

they have which are strengths and which

can excite others and they're also

looking for individuals that up to a

point reasonably comfortable with some

of their shortcomings some of their

weaknesses and some of their

fallibilities sometimes these things

make people look even more human and

attractive paradoxically and clearly

when individuals go through 360

assessments this is often a really rich

source of getting to know how to others

see how to followers collie see you and

what what have you got that you can use

that is authentically yours and

absolutely clearly what people don't

want when they go to work is to see

someone impersonating Jack Welsh or the

boss or whoever it is is that you know

the latest hero in the organization they

want to be led by someone who expresses

some personality and is able to

demonstrate differences which will

excite others and and are authentically

theirs and clearly the best leaders are

those who who get some sense of what

they've got and then show it skillfully

they know themselves and they and they

show themselves well with others I think

that's clearly a big theme I'm often

reminded of Epicurus is remark is asked

what are your assumptions and he replies

real men I think he means women as well

spending on the round earth breathing

out breathing in and out all the powers

of nature real people doing stuff and of

course real people have weaknesses and

strengths and differences and foibles

and and I think that the problem is when

we seek to try to seek perfection you

know we get measured on all the

competencies and try and score 10 out of

10 on all of them and the reality is I

want to be led by a person you know not

the perfect being so clearly we want to

see individuals in you know as they are

but clearly there's also scope for all

of us to sort of Paul

those differences which are positive and

and and expressed them skillfully it's

also interesting I think what came out

of the research is that how much

followers wanted significance I wanted a

sense of significance a sense that their

leader appreciated their contribution to

the whole I remember when we wrote that

little article followership it's

personal too we tell the story of the

late President Kennedy visiting NASA and

he sees a man sweeping the floor and he

says hi I'm President Kennedy you what

are you doing and the guy replies I'm

putting around on the moon I have no

idea if the story is true or not by the

way but if it's true someone had done a

great leadership job with that guy

they've taken a lowest level participant

and connected them to the loftiest

ambitions of the organization since we

wrote that by the way I've got

interested in in reception staff and

because they're often aren't they an

organization's window onto the market

and I'll tell you two contrasting

experiences one is in a hotel where I've

arrived without my phone charger so I

got and reception so I'm awfully sorry

to trouble you but have you got Sony

Ericsson chod no well I saw slink away

and you know I'm shocked and so on well

guess what I'll never stay in that hotel

again

I'll never stay in that hotel chain

again by the way so they've lost a good

customer no contrast it with a rather

glamorous private bank I've been working

with recently and it's been quite a lot

of their time in their head office in

Switzerland and I arrived at their

rather grand head office and it's got

marble horn and so on and I'm greeted in

a rather formal swiss-german way good

morning professor Jones he knows my name

I have a copy of your itinerary let me

take you to your first meeting well

makes me feel like a million bucks

now what bank are private banks in what

business of private banks in the

business of making people feel special

so actually I think the idea of giving

people a sense of significance is one of

the ways in which you can produce

exceptional performance I think there's

a problem

Northern Europeans often are not very

good at this they're a bit mean with

significance you know I think you and I

Rob know too many people whose partners

say to them you never say you love me

anymore and they reply you were informed

20 years ago there's any change I'll

email you well what I think our research

shows is that leaders need to be sources

of significance and hopefully in this

workshop people will really get a chance

to ask that question am i source of

significance to my followers and the

last big theme from our interviews was

they need to be a source of energy and

an excitement you know people need to go

to work and feel that they go to a place

which is inspiring and they're going to

be lifted to higher levels of

performance and you know I think that

you've got to work haven't you somewhere

where there's a buzz you know and the

buzz is typically created by you know

the really good leaders what does the

buzz feel like that sort of excitement

feel like I think it often fills and

we've found in our interviews that it

it's sort of communicating a sense of of

edge and energy and and passion it isn't

always pleasant you know sometimes it

feels a little edgy and uncomfortable

but clearly that sort of communication

of a sense of excitement lifting people

inspiring people is is that the root of

you know the the great leaders that

we've seen and it's clearly a big theme

in all of those that we've interviewed

asking them you know what do they want

from their from their leaders so you

know fundamental question for all those

we've worked with you know when they

leave our programs or our training

events is you know to think when they go

back to their teams and the door opens

and their face comes through the door

how do their followers see them you know

do they do they do they celebrate that

this person's back this is an exciting

person or did they think oh my God he's

back she's back you know that we thought

the course was two weeks long it was

only a week you know it's back already

misery guts is back I think that sort of

sense of excitement is it's clearly

important and it often comes from simple

things like the sort of passion or

energy or devotion almost that people

invest in the task which they have it

isn't necessarily this sort of crazy

overblown

charismatic personality that sometimes

excessively celebrated in the in the

business literature so I think what we

found is always you know the good

leaders know where their differences

their unique differences our

distinctiveness and use that as a source

to excite others whatever it is and you

know let's stop using this big word

charisma maybe so that that leaves us

with followers wanting community yeah

authenticity significance excitement

case and over the course of the next

couple of days they've got a chance to

develop their own leadership case yeah

have you made it but it does leave them

with a couple of difficult questions are

you a source of energy to your team are

you authentic do you take your real self

to work I think you and I know too many

people who roleplay their way through

the week and try and rediscover their

humanity at that weekend well won't work

yeah I'm going to spend most of your

adult waking life at work it has to be a

place where you can be authentic and

then the final difficult question which

this workshop should help with this who

decides and of course the sad thing is

not you if you're followers who decide

whether you're exciting and authentic so

hopefully this will really help and the

case framework is a good way of thinking

about it