Ineffective Leaders Often Become Defensive
Ineffective Leaders Often Become Defensive
Whenever someone disagrees with them, or challenges an opinion or an action (regardless of whether the objection is valid or not), they react as if "how dare anyone disagree with them."
There are a number of reasons and causes for this type of behavior. Some ineffectual leaders behave almost as if they are delusional, as if they are perfect and could do no harm. Fortunately, or unfortunately, few of them actually feel that way, more often behaving that way as a sort of compensating for their glaring inadequacies. They often "fool themselves" into believing that they possess a skill set that they do not, and thus either take actions that they should not because they don't understand the full ramifications of their actions, or they avoid taking actions that they should when they should, and their delay causes unwanted negative ramifications.
While leadership training could resolve much of this behavior, if properly and professionally executed, a professional methodology for leadership selection is another integral ingredient. Just because an individual is either selected or elected to lead an organization, and even if that individual is a wonderful human being with the best of intentions, it often does not translate into the requisite leadership skills, characteristics, and understanding. Statistically, the best leaders are often individuals who are good at Human Resources, and related interpersonal issues. One of the most overlooked issues in leadership training, is effective listening skills and abilities. In my articles and seminars on effective listening, I extensively discuss the methodology and significance to learning all the skills, necessities to effective listening. Leaders who are not effective listeners rarely gain the important insights needed to be effective and productive leaders.
Like so many other issues related to productive and effective leadership, this issue of the "thin-skinned," ineffective leader can be predominantly address via effective leadership training. However, what many organizations "pass off" as leadership training accomplishes few of the requisites to effectively train, educate, formulate and direct effective leaders. Without true leaders, organizations flounder. Organizations must come to realize that leaders are not merely "born," but even the most skilled individual needs specialized training to better equip him to lead a specific organization and to understand all the necessary nuances of both the organization and its members.
Richard Brody has over 30 years consultative sales, marketing, training, managerial, and operations experience. He has trained sales and marketing people in numerous industries, given hundreds of seminars, appeared as a company spokesperson on over 200 radio and television programs, and regularly blogs on real estate, politics, economics, management, leadership, negotiations, conferences and conventions, etc. Richard has negotiated, arranged and/ or organized hundreds of conferences and conventions. Richard is a Senior Consultant with RGB Consultation Services, an Ecobroker, a Licensed Buyers Agent (LBA) and Licensed Salesperson in NYS, in real estate.
Richard Brody has owned businesses, been a Chief Operating Officer, a Chief Executive Officer, and a Director of Development, as well as a consultant. Richard has a Consulting Website (http://tinyurl.com/rgbcons ); a blog (http://tinyurl.com/rgbstake ); and can be followed on Twitter.
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