When people have been in a position of influence, especially for a long time, they can settle into a habit of giving the equivalent of monologs instead of having dialogs. They become accustom to people not giving feedback or sharing opposing opinions. This style of leadership seems effective because it is faster, but the downsides are significant
Many organizational leaders are operationally oriented. They were promoted from operational roles or still work in operational roles, so they are naturally operationally inclined. They primarily give their attention to an existing strategy rather than create a new one. They focus on doing more of, or doing better at, what they already do.
Having a Manager, Director, VP, or C in your title generally comes with levels of authority and control, but merely relying on this power is the lazy way to lead. It is also the least effective.
In our current society, with typically more to do than time to do it in, many people have settled into a routine of merely reacting to what comes at them. They have become mentally programmed to just respond to requests with little thought given to pursuing their own agendas. Whether at work or home, rather than be intentional about what they do, they essentially let their world dictate what to do.
…. ten topics and thought-provoking questions to consider when deciding if a frustrating circumstance justifies a change or if there are sufficient reasons to accept them and be less upset by them
