Months ago, I was talking to Mary, a doctor friend of mine about leadership. She told me a story about an Ashesi student who likened leadership to the sun. Borrowing proudly, here is my version of the metaphor.

The sun is crucial in the cycle of life. It impacts the production of food, energy, rain, light etc. As powerful as it is, the sun knows when to go down. At night, it delegates to the moon by throwing its light on it, since the moon has no light of its own. The sun is a support system through the night, giving the moon the opportunity to shine.

As I write about my experiences on leadership, one will appreciate why this metaphor is significant.

Every hockey player dreads a “Hospital Pass” as this is any play which inevitably lands a player in the hospital. I describe my first management role as my life’s “Hospital Pass”. Metaphorically, I’ve been in therapy, surgery, had countless medical procedures but eventually made a full recovery which forced me to rethink my views on leadership.

In today’s corporate world, there‘s a complete disruption. Successful leadership isn’t predominantly driven in a hierarchical fashion. One does not need to have done a job for twenty years to become a thought leader. The workforce is evolving so fast that it is absolutely critical for every employer to constantly develop in order to stay ahead of the curve. In every business, each leader is leading leaders.

The emergence of new roles and skill sets ensure there are growing options. Mass career customization allows us to make meaningful choices around pace, workload, location and role while meeting workplace demands. Employees are more open to non-monetary choices that positively impact their well-being.

There’s a group of young people who are taking the world by storm. They’re the next generation of leaders, driven by a passion for an idea/ideal, sense of purpose and belief. They are creative, entrepreneurial and savvy.

They desire…nay, crave relevance. They are ambitious; cultivating an innate desire for “personal” success regardless of what it takes. For them, there‘s no sitting around; no waiting. 

They pursue “happiness” with every fiber of their being and understand the concept of a work-life balance. A colleague described them as “Fluid Talent”. If it‘s not working, they will leave without batting an eyelid.

In order to be successful within this new order, the Leader of these Leaders has to relook their perspective, they have to:

Be ready to adapt to varying work environments

Envisage Aude; a smart, enthusiastic, visionary leader, who is an expat from the UK, now managing a creative agency in Khartoum. She’ll likely have to start from scratch, set up various structures, build technical capabilities, create exposure opportunities for her team, be a mentor and an inspiring leader etc. For her, it‘s about the basics and building capacity.

Alternatively, imagine Kofi; a brilliant thought leader in his field, internationally trained, well-exposed and leading a creative team in Silicon Valley. In his role, he‘ll have to streamline ideas and aid the team’s focus. His biggest challenge will not be a lack of ideas; it will be to identify viable ones, simply because he is dealing with a team of self-motivated, supercharged creatives’ who know their stuff.

Be open-minded

It is critical not to be caught in the web of confirmation bias – our tendency to look for evidence that supports what we already think, or narrow framing – limiting our scope of options under consideration. Embracing new thinking and different people breeds inclusiveness. I’m a Type A person, this means I’m objective, detail-oriented, like to be right and get things right the first time. I plan in advance and avoid unnecessary risks. Naturally, I’ll not have a good connection with someone who is a polar opposite of me. As a leader of leaders, however, I need to be open to diversity in my team because it creates balance and fresh thinking.

Consistently create opportunities for dialogue

It’s key to question everything. Don’t assume you know what your team wants as individuals unless they tell you. Focus on marking the confluence of the company’s vision and individual aspirations. This can only be achieved if you understand them, provide needed support, listen and cultivate trust.

Be a silent support system

As Lewis Hamilton controls a V10 engine at speeds of 160 mph, meandering sharp curves while constantly scheming to outwit his competitors, he has a guide that provides support from a perspective he simply cannot see – the bigger picture. His cockpit team on the two-way radio connection rides and thinks with him. Leaders today are like that cockpit team; supportive but not overbearing.

Offer an experience, not a job

People only remember how we make them feel. That balance between work and play allows them to be innovative, more effective and balanced.

Create opportunities to shine

Identify the right people and give them more opportunities to do what they are good at. Opportunity in the wrong hands can be disruptive and even destructive.

Think about the analogy of a child soldier and an adult soldier. They’re both empowered with arms, exposed to harsh conditions and traumatic experiences. Yet their responses vary. In the hands of a child soldier, power is dangerous and usually put to no good but in the hands of an adult soldier, it is more controlled. They draw from life experiences and attach more seriousness to their roles.

Recognize talent and achievement

I always say to my team “…as a leader, it’s amazing how far you can go when you don’t focus on getting all the credit…”

No matter how small the achievement is, give credit where it is due. People will naturally do more if they feel appreciated. A senior manager will do 80% of the work by virtue of his experience and knowledge base. A lower level team member will do 20% of the work, believing they are giving 80%. As a leader, it is imperative that you give credit to that team member for their contribution simply because their 20% means more to them than your 80% does to you.

Inspire

Inspiration has become cliché. How do we inspire a generation that is already super charged? Is it by a statement of personal conviction or a vision of a better future? Interestingly, when you ask most people who inspires them, it’s often a parent. Imagine Mayweather making his way up to the ring for the Miguel Cotto fight. What do you think his father will say to inspire him?

More and more, I believe it is what we do and how we do it that inspires our teams. Being fearless amidst challenges, our reaction to personal/business struggles and subsequent triumphs, our dependability, our sensitivity, simply knowing when to say something, give a break, or give a push can inspire.

Today, the individuals in our teams are leaders in their own right, making a difference in their own way. Like the sun to the moon and other planets around it, do we want to be a part of their success story or just an irrelevant blip in their universe?

Compared with billions of other stars in the universe, the sun is unremarkable. But for the earth and the other planets that revolve around it, the sun is a powerful center of attention that holds the solar system together. Pours life-giving light, heat and energy on earth … – Article from National Geographic

We live in amazing times and have an incredible opportunity to be the ones who direct and shape this new generation of emerging leaders to make a difference. As leaders of leaders, just like the sun, let’s be a light onto their paths, inspiring, supporting and nurturing so that they too can shine and create a better workplace.

 

“Leader don’t create followers, they create more leaders” Anon.