Solutions June 2016 - Page 41

What happens when leaders don’t lead with emotional intelligence? When they neglect building those “fast-track,” more relational leadership habits? Probably most of us somewhere along the line have experienced the destruction such leaders leave in their wake. Harvard Business Review coined the term “sandbox leadership”—which, they say, is epidemic. In the past few months we’ve seen [childish attitudes] reflected in the halls of government and corporate boardrooms across the country. Arrogance, pouting, tantrums, personal attacks, and betrayal of trust seem to be the order of the day. Situations at [some large, well-known corporations] demonstrate the kind of sandbox leadership that is all too prevalent right now. The timing could not be worse. The nation’s current problems, as vast and overwhelming as they are, appear secondary to the whims of spoiled children, unwilling to play well together. At a time when we need solid, grounded leadership more than ever, we seem to be in short supply of adults who act like, well . . . like adults.1’ under pressure. To lead well, we need a new paradigm. Sandbox leaders are grown-ups in positions of responsibility whose lack of emotional maturity creates catastrophic consequences for their unsuspecting followers. The higher a person rises in leadership circles, the more devastating the impact of sandbox leadership can be. REPENT! Stephen Covey has been an influential guide to leaders for several decades. In his book The 8th Habit: From Effectiveness to Greatness, he talks about the power of paradigms. • Churches split • Affairs occur • Leaders burn out • Boards feud with staff • A trail of wounded people gets left in the dust All of these crises and more can be traced back to leaders who are competent and charismatic but lack emotional maturity. The current crisis in leadership relates directly to the lack of mature, fast-track skills in leaders throughout our corporations, nonprofits, churches, and government structures. Fast-track skills are the relational habits in the brain that run faster than we can follow consciously. Mature individuals have developed a wide variety of fast-track skills for leading when things go wrong and upset the team. Sandbox leaders become children If you want to make minor, incremental changes and improvements, work on practices, behavior or attitude. But if you want to make significant, quantum improvement, work on paradigms.2 The term “paradigm shift” came from the philosopher Thomas Kuhn’s 1962 book, The Structure of Scientific Revolutions, where he argued that new facts did little to change how people think. We needed a change of viewpoint. Changing viewpoints is what Jesus meant by the word we translate “repent,” which in Greek means seeing thi ˜HH]^K\H\BY\[H]Y[TBXY\[X[Y[Y[\YXY\\[ܙHX\H[[œ؛[\\HY ܂XY\؛[\\B[XY\\Hܛۋ]\š[][ۜو\ۜX[]HBXو[[[ۘ[X]\]BܙX]\]\Xۜ\]Y[\™܈Z\[\X[\˂Q][ۜ B