“I am always ready to learn although I do not always like being taught.”
Winston Churchill
“As a leader, am I wise enough to admit I don’t know what I don’t know and fix it?”
Many of you have read Mary Shelley’s, Frankenstein. Readers often question who the “real” monster was in the book. Was it Victor Frankenstein, the delusional scientist who created the monster, or the monster himself?
Consider for a moment the scientist’s responsibility to his creation. After Victor created an intelligent creature, he was appalled by what he saw and denied his creation guidance, companionship or hope of happiness. The monster acknowledges that his social isolation and alienation from people contributed to his dysfunction, desperation and rage. When the monster confronts Victor about his feelings, the monster states, “my protectors had departed and had broken the only link that held me to the world.”
Historical research from the last 25 years describes incompetent leaders and managers as ones who lack integrity, lie, fail to follow-up on promises and/or can’t be trusted. Without self-awareness and emotional intelligence some leaders belittle, demean, humiliate and retaliate against employees who may be modeling what they see in others.
Using Frankenstein as an example, leaders are responsible for the environment they create for employees as individuals and teams. In the book, Victor rejects the monster and lacks empathy for his unique needs. Similarly, when leaders neglect to consider their own actions and potential negative impacts, they may unwittingly create monsters within their teams that lead to employee turnover, health issues, grievances and litigation.
Leaders who take responsibility for their actions:
- Become their own leadership worst critic to evaluate both strengths and areas for improvement.
- Commit to solicit and listen to regular feedback from others through 360o assessments, performance reviews, peer observations, etc.
- Schedule time to learn about best practices from places like Great Place To Work and Gallup.
- Seek opportunities to gain experience with others through group coaching, book clubs, learning partnerships or workshops.
Rather than growing “monsters,” Innolect can help you consider ways to build cultures of inclusion and belonging. Learn more about our Strategic Listening Architecture™, Belonging Ecosystem™ and Inclusive Leadership Strategies.