Positioned to Lead

Positioned to Lead

“But do you know their agenda”

As a military leader I’ve had the opportunity to work in a variety of organization environments. Whether it was stateside or in an overseas environment, leadership mattered to deal with challenges and solving problems. In the overseas environment based on host nation agreements, we recognized we had to be diplomatic with our solutions and included locals in our process for better buy-in.

Since I’ve transitioned to civilian life I’ve noticed or found the challenges to completely different. It’s about the money, power and influence. As a civilian leader I continue to serve in leadership roles and as I’ve tried to maneuver this ocean one thing continues to come to mind: what are people’s motivation in leadership.

Naturally, if you’re at the top of the organization many won’t question someone’s motivations, because their on top. But understanding those motivations and connecting the dots will help you manage your boss and continue to understand the organizational structure.

Self evaluate

Before getting started on your quest, take the time to look at yourself in the mirror and reflect on what you truly want by accepting a position at your organization. Why are you there? What do you expect to accomplish? Did you come for pay?  Do you know any leaders in the organization? How can you leverage your current relationships? Do you really care?

Understanding you own current positioning in the company and your motivations should help you to get a better feel for information you looking to determine.

Understand different types of leadership

Leaders lead and it traditionally taken them some time, sweat, alliances to get to their level. Most will tell you ‘mom and apple-pie’ stories about understanding the strategic plan and aligning your goals there for a start, but you want to know who’s going to get you to the next level.

It’s said some are born leaders while others work at it through job positions and leverage to attain leadership roles.

Regardless leaders always have certain factors in common; they are associated with an organization and they will have followers and line-managers executing duties on behalf of the company. Understanding the role of their relationships with followers and other key leaders in the organization is critical. It will make the difference of them remaining a leader or going to be a technical manager.

Also, keep in mind there will also be opportunities to emerge into leadership positions.

We all have a our motivations, its just a matter of aligning ours with those who can help us along the way.

One such theory is the path-goal theory. Although it is derived from research in the 1970s by researchers M.G. Evans, G. Dessler, R.J. House and R.R. Mitchell, this theory focuses on the leader motivating the follower to accomplish the organizations’ tasks in a timely and exceeding-standards manner.

This style is one that allows the leader through feedback and other sessions to:

1. Analyze the goals of the organization,
2. Ensure the subordinate has an understanding of what’s required
3. Do they have the training needed to accomplish the task
4. Offer the follower a support model to help get through the challenges
5. Open lines of communication

Although this may seem simple, developing and having communication is one of the keys to making this process successful.

Depending on the deliverables and timelines needed to complete tasks and meet the needs of the organization the leader may choose from several styles of leadership.

1. Directive: this type gives the subordinate exactly what needs to be done to accomplish tasks.
2. Supportive: this is a more nurturing relationship and the leader cares for the subordinate’s well-being.
3. Participative: allows the subordinate to share in making decisions and offering solutions regarding the task.
4. Achievement-oriented: the leader establishes a high level of excellence for the subordinate to complete the task.

As a leader, you more than likely use any one of them on more than one occasion and depending on the motivation of the follower, you may create a hybrid.

Regardless of the type of leadership, understanding the leader’s motivation will only help you in understanding their agenda.

It could be:

1. Money
2. Position
3. More power and authority
4. Accolades from the boss
5. Influencing hiring practices
6. Being seen as valued-added to the organization.
7. Vision of what the organization could be

There any number of motivations to choose however these are the more popular.

Emerging leaders have to open their lenses to many differing views of leadership theory. No one theory works for everyone. Just as we are individuals, a leader’s employees or followers will all have different motivations and need to be focused to get the best out of them.

Even the transformational leader, by the design, has the ability to bring about change through vision, sharing of ideas, and willing to listen and create an environment that success can thrive.

Organizations, regardless of its market, need competent, effective Chief Security Officers to protect its programs, people and visitors to progress. Organizations cannot exist on their own without CSOs who understand the environment. They must interact with customers, external businesses, politicians and other environmental concerns to be effective. Motivated by the needs of the organization they serve, the CSO will remain an integral part of most organizations that compete on a global level.

Clearly the emerging leader, through training and mentorship from previous leaders, should have developed tools in the toolkit that can used when necessary. Wolinski (2010) when describing leadership theory believes that they can be grounded in three perspectives: relationship, combination of traits and leadership skills. Although, it can be discussed that some of these skills are learned while others are innate and a part of our DNA. Yet, regardless of the oversimplification of this, at the end of the day, influencing the group to do what’s needed to accomplish the goals set forth is what matters most. Can our emerging leaders embrace change while putting their egos in check because of their power position in the organization?

The CSO should be motivated to take the organization to the next level by influencing followers to take an active role and come along in the journey of meeting objectives. Organizations, regardless of its market, need competent effective Chief Security Officers to protect its programs, people and visitors to progress.

Organizations cannot exist on their own without leaders who understand the environment. They must interact with customers, external businesses, politicians and other environmental concerns to be effective. The two are linked and need each other. How effective will the organization be without a dynamic leader carrying the torch for others internal and external to see?