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Business, Contributors - Written by Flip Flippen on Monday, March 8, 2010 11:00 - 10 Comments
Flip Flippen: Separate Great Leaders from Typical Leaders
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There I sat, listening to a business friend who had not received the promotion that he had hoped and worked for. He was obviously disappointed and seriously considering a move to a different organization.
He made it clear that the person the board had chosen was not qualified to lead. In fact, my friend was positive that he should have been chosen and it was becoming increasingly difficult for him to consider what it would be like to work for the new president. This is a common event in the corporate world, and it is one of the most difficult situations to be in.
I asked my friend how successful he thought the new president would be and he was quick to say, “I don’t think my concerns were heard; I don’t think I was considered enough for the position, and I think he will fail, eventually.”
“So, what do you think your role should be in all of this?” I asked.
This is where it gets really tough. In fact, this question really separates the great leaders from the typical leaders. I want him focused less on his own career path and more on how he can lead through this transition.
Trust me, no one worth his or her salt enjoys being passed over for a promotion or having to deal with new leadership. But great leaders can see the bigger picture and look introspectively at themselves. “What can I do differently?” is the question I want him asking himself.
Commitment to excellence is a personal thing. The good news is that you can begin it anytime you want! You simply have to be committed to it.
Be your personal best—believe me, there is a lot of room at the top for those who pursue that goal.
Flip Flippen is a New York Times best-selling author as well as a widely recognized entrepreneur, educator, philanthropist. As the founder of The Flippen Group, one of the largest leadership development companies in North America, he is committed to “bringing out the best in people.”
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10 Responses to “Flip Flippen: Separate Great Leaders from Typical Leaders”
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Dealing with leadership changes is not easy, especially when you have been passed over for the same position. The mark of a true leader is shown in how they help others to handle the changes around them.
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I think it’s really easy for people to get caught up in the me me me like a toddler when it comes to promotions at work. Unless you work for yourself you have to be accepting of leadership changes.
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A person shows more about their ability to lead by the way they handle changes in leadership than most people realize, especially if they were passed over for the same position.
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I have learned that there is a lot more to be learned in life and that I should appreciate other people and their abilities as well. I am not perfect.
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Good point Josh! People are uncomfortable when they point out weaknesses. Asking what you should do next time will not only give you something to work on for the next time but would also so the powers that be that you are willing to work on your skill set so you would be ready. Instead of having a closed mind you would have an open and willing mind.
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This post was mentioned on Twitter by sethkali: Separate the Great Leaders from the Typical Leaders:
There I sat, listening to a business friend who had not rece… http://bit.ly/9GgcBa...
I always just figure I will be chosen when the time comes for it. Learning more about what is necessary and buffing up your skill set while you are waiting for your turn is a great way to get along. Great article by the way!
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I think picking up the pieces is one of the most important things someone in this position can do. If the other guy does fail, he has a lot of picking up to do AND he may be considered for the position if he does do a lot of the picking up.
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You are correct that great leaders doesn’t only look at the position but at what they can do to help improve the company. Typical leaders are usually aiming for the seat on the upper floors but not really interested in the welfare of the company.
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I encountered this situation today. I was coaching some team members that were complaining about not getting the promotion. They kept saying it was the politics. They said that no one would tell them what they did wrong.
I had to explain that most people are not comfortable pointing out weaknesses and they need to ask “what should I do to better my chances at the promotion next time?”
Josh Bulloc
Kansas City, Missouri
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