Dear Arynne,

The execs in my company always make speeches about leadership and productivity - but we seem to be increasing our output only in the area of chaos. Excuse my sarcasm, but I don't see any day to day evidence of leadership or organization. I've been thinking of leaving - but maybe It's like this everywhere. Any thoughts to share on this?

FedUp

Dear FedUp,

I have too much to say on this subject. I hear a similar theme from so many people in so many companies. I wish you'd ask me if there was anything you could do to improve the situation within your company because I believe there is. So that is how I'm going to answer you and hope you're willing to give it another go. with a newer perspective.

You're looking for organization and leadership. Whether baking a souffl, getting out a newsletter, getting a product launched - we agree that it comes down to being organized - to planning and executing - and holding to the plan. And I add that in order to hold to any plan, someone must be in charge - a manager and leadership.

And you're right - often there is no true leadership, no in-charge person in place willing to lead in the truest sense of that word. But what are you looking for? Strong leadership, you say, would make your job easier and give you greater job satisfaction. That's what I hear people say wherever I go. You are not alone in wanting leaders who follow through on what they say in speeches. But then in the next breath I hear harsh criticism of strong management styles.

Of course it's human to want a leader with all the virtues [polished to a high gloss. We want strong leaders, willing to risk all, courageous enough to take the blame for what fails, and with plenty of time to use all the interpersonal skills that will make the work place all you want it to be. May I point out that the great leaders are few and far between; there are many fine leaders who are not Too often it seems that people are quick to find fault or blame the styles of those in change. For example: If you're the social sort, you'd naturally find fault with a manager who is cool, and visa versa. It's tougher to get along or communicate with people who don't do things the way we would - if we could. And if your style is not the same as these in-charge kinds of managers, you can expect to be uncomfortable.

For so many years I've been emphasizing the importance of building appropriate relationships at work - relationships that foster the development of team members. But these are critical times and we've just gotta get off the style issues of our leaders. Let's give managers and leaders a chance to follow through with the team members supporting them.

Because these times require people in charge who are uncompromising, daring and demanding. Your criticism - even the positive kind - has taken its toll on your own leadership. Back off for a while. Okay? My suggestion is that for a while set style issues aside.

For now, I suggest we polish our ability to follow through - becoming the best followers possible AND the most dynamic managers possible. In a recent workshop of mine on "the Power of Positive Followership" I emphasized the importance of strong followers and said that effective leaders are often created by powerful followers. You may not be in a leadership role yourself right now but don't devalue the importance of what you are doing. Be the best follower you can be and I guarantee that when the opportunities open up you'll become a much stronger manager.

In the words of John Ringling, "A good side show often earns the expenses of the entire circus."