Problematic Leadership Quotes

Tomorrow’s leaders will be brave enough to scale the dangerous peaks of an increasingly competitive and ethically challenging mountain range. They will drive the problematic conversations that illuminate the valleys in between. T

But as people become anxious to be accepted by the group, their personal values and behaviors are exchanged for more negative ones. We can too easily become more intense, abusive, fundamentalist, fanatical—behaviors strange to our former selves, born out of our intense need to belong. This may be one explanation for why the Internet, which gave us the possibility of self-organizing, is devolving into a medium of hate and persecution, where trolls6 claiming a certain identity go to great efforts to harass, threaten, and destroy those different from themselves. The Internet, as a fundamental means for self-organizing, can’t help but breed this type of negative, separatist behavior. Tweets and texts spawn instant reactions; back and forth exchanges of only a few words quickly degenerate into comments that push us apart. Listening, reflecting, exchanging ideas with respect—gone. But this is far less problematic than the way the Internet has intensified the language of threat and hate. People no longer hide behind anonymity as they spew hatred, abominations, and lurid death threats at people they don’t even know and those that they do. Trolls, who use social media to issue obscene threats and also organize others to deluge a person with hateful tweets and emails, are so great a problem for people who come into public view that some go off Twitter, change their physical appearance, or move in order to protect their children.7 Reporters admit that they refuse to publish about certain issues because they fear the blowback from trolls.

Those who fail to become a solution usually become a problem. Watch closely for those who are not suggesting solutions or trying to come up with Ideas to solve things. Likely they are problematic or there are the ones that will cause problems.

We could say that the health of a culture is equal to the collective ability of the people who work there to feel the impacts of their actions on others. Now if you’re an app developer and want to help me build a tool that tracks that, please give a call. What I’ve seen over and over again in my career as a business leader and leadership mentor is that this one thing—the inability of people to feel their impact on others—is the cause of cultural dysfunction. And the higher up you are on the org chart, the more problematic that weakness is in terms of what it does to the culture at large. Which is why, as a manager, the most important thing you can do—after recognizing your own impact on your team—is to help people see their impacts on each other, and to help them let go of the emotional story they’re telling themselves that’s keeping the pattern going. In

have a high percentage of fighter pilots, but there was no telling about the new crop of retreads. It was tough for them, with very little time in the airplane and the responsibilities of rank and leadership thrust upon them. The delicate balance between flying skill and tactical judgment was difficult to learn. Learning to subordinate your own fear was even more problematic. I knew now that everyone faced it in some degree. How you dealt with it determined whether you were a fighter pilot or simply someone flying fighters. The flow of retrainees from the short courses had begun to affect our losses. Filling the squadrons throughout Southeast Asia took a lot of manpower. We were getting the bodies, but we were no longer getting the skill levels. You couldn’t prove it, of course, but things were happening that didn’t bode well for the future.

Tomorrow’s leaders will be brave enough to scale the dangerous peaks of an increasingly competitive and ethically challenging mountain range. They will drive the problematic conversations that illuminate the valleys in between.