{"id":426,"date":"2014-05-01T22:16:20","date_gmt":"2014-05-02T03:16:20","guid":{"rendered":"http:\/\/waife.com\/home\/?p=426"},"modified":"2016-06-14T14:15:42","modified_gmt":"2016-06-14T19:15:42","slug":"feet-of-clay-monitor-october-2013","status":"publish","type":"post","link":"http:\/\/waife.com\/home\/feet-of-clay-monitor-october-2013\/","title":{"rendered":"Feet of Clay (Monitor, October 2013)"},"content":{"rendered":"

\u201cOur chief want is someone who will inspire us to be what we know we could be.\u201d<\/em> <\/strong>
\n\u2015 Ralph Waldo Emerson<\/p>\n

 <\/p>\n

As I write this, the US Government is shut down. One cannot help but think about leadership at a time like this. We look to our leaders for many things, but most importantly, we want to be led. We want to confidently place our trust in our leaders \u2013 political, religious, business, familial \u2013 to take us somewhere better than where we are; somewhere safe, positive, even inspiring. But sometimes it feels like the only thing that is consistent in our work is a lack of leadership.<\/p>\n

Far too many of our R&D leaders have feet of clay. There is something about scientific and academic cultures that pre-dispose to passive, cautious, uncommunicative, and untrained leadership. This begs the question of how these men and women became senior management in the first place. Perhaps those that hired them possess similar traits and are hiring in their own image, or that our workplace cultures have grown to reinforce passive leadership. Whatever the reason in your organization, the effect is damaging.<\/p>\n

 <\/p>\n

The Clay in the Marble <\/strong>
\n\u201cConsensus: The process of [searching for] something in which no one believes, but to which no one objects.\u201d <\/em>
\n\u2015 Margaret Thatcher<\/p>\n

Noticing leaders with feet of clay is literally as old as the Bible (see the Book of Daniel). We see signs of clay-footed leadership in clinical research every day. There are many common examples:
\n\u2022 An executive who shields him\/herself with an administrative assistant whose job it is to prevent appointments.
\n\u2022 An executive who arrives late to meetings, leaves early, and says nothing.
\n\u2022 Or the opposite \u2013 an executive who calls a meeting of the \u201cteam\u201d to discuss even the most minor and obvious decisions. (An oxymoron candidate: \u201cleadership team\u201d).
\n\u2022 Most commonly, the feet of clay are revealed simply by the executive who does not respond \u2013 to emails, to direct questions in meetings, to any requests for follow up.
\n\u2022 The insidious example: the ones who impatiently drive a group into a new initiative, and once it is launched, they disappear, on to the next.
\n\u2022 Those who only manage upwards (i.e., to their bosses) \u2013 these you never see, because they are spending all of their time in their bosses\u2019 meetings, or trying to get one, so that the dialogue of fictional progress can churn without interruption.
\n\u2022 The masters of delay, who have learned that if they wait long enough, the decision will be made for them, or likely become moot.
\n\u2022 And the preservers \u2013 the system is what promoted me to this amazing position, I am not going to rock the system.<\/p>\n

 <\/p>\n

A Leader Fully Cast<\/strong>
\n\u201cThe day the soldiers stop bringing you their problems is the day you stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either case is a failure of leadership.\u201d <\/em>
\n\u2015 Colin Powell<\/p>\n

There are simple, but oh so difficult, answers to this failed leadership. Leaders must heal themselves, or seek the training, to do six things, all day, every day:
\nListen, Ask, Decide, Explain, Point, Sustain.<\/p>\n

\u2022 Listen: Well, first, leaders have to make themselves available in order to listen. Indeed, they don\u2019t have to wait, they can go out to their staff and sites and listen. When a good leader is listening, they are applying their experience and judgment to what they hear, while reinforcing what I will call \u201ccontrolled openness\u201d, i.e., an openness with sincere limits.
\n\u2022 Ask: Having listened, the effective leader will ask questions, again based on their experience. Not for the sake of showing off that they are listening, but to get at the information that he or she needs, which may be missing, in order to\u2026
\n\u2022 Decide: The leaders we need in research need to decide the issues we have brought to them \u2013 quickly, clearly and consistently \u2013 having gathered the essential information. If we wanted our leaders to stall, we could easily procrastinate on our own without them.
\n\u2022 Explain: Many research leaders may think that they do listen, ask and decide, but after the decision is where the more serious breakdowns occur. Why your leader made a decision should be clear, and appropriately (not necessarily widely) communicated, with as much frankness as possible. The reason for the decision should be put in context \u2013 how the decision fits with company and departmental strategy, with personnel strengths, with budgets and resources. Decisions are a terrific opportunity to reinforce communication to staff on all of these guiding contexts.
\n\u2022 Point: Leaders have a permanent daily role, besides decision-making. We look to leaders to point the way \u2013 where are we going and why, what to watch our for, what questions are still to be answered, where there may be pitfalls and opportunities.
\n\u2022 Sustain: Last but not least, leaders must sustain these positive leadership qualities, day to day, month to month. Too often we hear from leaders only in times of crisis or predictable celebration. A stern warning on study timelines, vendor oversight or enrollment shortfalls is followed up with silence, undermining any steps for improvement.<\/p>\n

 <\/p>\n

Re-sculpting<\/strong>
\nIt\u2019s very challenging to improve on ineffective leadership from below. If they won\u2019t engage, how do you even have a constructive conversation? You can try to appeal to self-interest, which will vary by personality \u2013 are they motivated by money, power, influence, ego? To say they are motivated by scientific excellence is both a truism and insufficient. A more likely path to encouraging, or forcing, improvement is top-down, but isn\u2019t that how we got into this situation in the first place? An ineffective leader is likely the product of a culture that, at least in the upper reaches, is encouraging caution, \u201cgetting along\u201d, \u201cteam playing\u201d, and \u201cgood news\u201d communication. It is precisely this company culture that has to be changed by, yes, an effective leader \u2013 bold, decisive, inspiring.<\/p>\n

 <\/p>\n

I suspect that we dream about such leaders from birth. We are drawn to them, we seek them, we follow them. Some of us become them. We don’t all need to be leaders, but someone has to. It is never too late, or too early, to find and nurture them.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cOur chief want is someone who will inspire us to be what we know we could be.\u201d \u2015 Ralph Waldo Emerson   As I write this, the US Government is shut down. One cannot help but think about leadership at a time like this. We look to our leaders for many things, but most importantly, we want to be led. We want to confidently place our trust in our leaders \u2013 political, religious, business, familial \u2013 to take us somewhere better than where we are; somewhere safe, positive, even inspiring. But sometimes it feels like the only thing that is consistent in our work is a lack of leadership. Far too many of our R&D leaders have feet of clay. There is something about scientific and academic cultures that pre-dispose to passive, cautious, uncommunicative, and untrained leadership. This begs the question of how these men and women became senior management in the first place. Perhaps those that hired them possess similar traits and are hiring in their own image, or that our workplace cultures have grown to reinforce passive leadership. Whatever the reason in your organization, the effect is damaging.   The Clay in the Marble \u201cConsensus: The process of […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[50,54],"tags":[],"class_list":["post-426","post","type-post","status-publish","format-standard","hentry","category-recent-columns","category-recent-postings"],"_links":{"self":[{"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/posts\/426","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/comments?post=426"}],"version-history":[{"count":7,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/posts\/426\/revisions"}],"predecessor-version":[{"id":447,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/posts\/426\/revisions\/447"}],"wp:attachment":[{"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/media?parent=426"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/categories?post=426"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/waife.com\/home\/wp-json\/wp\/v2\/tags?post=426"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}