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.
Do you experience the power of hope in your life or use it to help others in your circle of influence? In particular, if you are a parent, spouse, boss, or leader in some way, do you create hope in those around you or within your care?
If you want to establish a desirable culture that enables your team, company, or family to achieve its strategies and goals, anything and everything might deserve your attention. This includes what is observable, like the top of an iceberg, but also what is hidden which is often even more substantial.
