In organizations, “defensive” typically means reacting out of a sense of feeling threatened or criticized, usually in ways that create unproductive interpersonal conflict. On a road trip lately, I found myself thinking about how certain defensive driving techniques relate to effective leadership behaviors. In this “defensive driving” context, how defensive is your leadership?
Do you…
- Use turn signals, e.g. – communicate your intentions before you act?
- Share the road, e.g. – involve others through collaboration or even delegating?
- Always scan forward, sideways and behind, e.g. – check in with others, keep an eye on what’s going on around you, and look proactively for potential opportunities to reach your destination successfully or to avoid unanticipated pitfalls?
- Invest in regular maintenance, e.g. – consistently manage employee performance so expectations are known, employees have a clear idea of how they’re doing, and development plans are supported?
I’m always inspired by Mahatma Gandhi’s quote “be the change you want to see in the world.” Any book about leadership best practices will tell us that leaders should be role models for what they want from others. I think this applies to relationships both vertically and horizontally within the organization.
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