Page 40 - February 2017 Voices

Moving from Management

to Leadership

by Joel Conarton, CC

In this third article in a five-part series on leadership, Joel continues his discussion on the six levels of
management styles as interpreted by the people most affected by those in charge.
The Last 0.1% percent of Managers much more productive, responsive, and resilient

The three levels discussed last month, would the individual be at this project and others
covering 99.9% of people, had to do more with in the future.
management than leadership. The three levels 0.009% - Moseying
presented here fall on the leadership side A moseying leader is defined by two
of the spectrum. main questions.
Also recall, as you Variations may
identify yourself exist, but the two
with these levels, questions they ask
that leaders are not are: First, “Are you
measured by what ok?”, followed by,
they think or do “is there anything
most of the time, you need?”
they are measured Sadly, those
by what one does in who are at the
a crisis. It is during maneuvering level tend to ask very similar
a crisis that people desperately seek leadership, questions. The difference is that the Moseying
and leaders are found. leader is defined by the fact they are really
This month’s article covers the top of the looking for the answers. More than just looking
three levels, and the traits usually found at each. for the answers, they will do what is necessary to
This article identifies the levels, it does not try to bring the greatest benefit to both the individuals
recommend changes. It is promoting awareness, and the organization.
which “can” lead to change. Once an individual has the skills, giving

0.09% - Mentoring them the freedom and support to succeed only
The main tenant of mentoring is sharing expands their ability to get more done with less.
knowledge and experience with others. Timely A caution: giving freedom to someone who is
advice that, if the mentee is capable of hearing, not ready can be disastrous. It is the leader’s
can give direction, while not giving directives. responsibility to be observant, to know when
It is possible that efforts will fail, and that one is ready for such liberty.
needs to be acceptable. It is possible to learn The last 0.001% - Musing
from success, but failure has always proven to How does one muse? Usually by asking a
be a better teacher. A mentor’s responsibility is simple question starting with, “What if…”.
to mitigate the risks and factors around efforts. Building on the previous ‘M Levels of
Allow the mentee to grow, to learn, to become Leadership’, when the followers are ready to
skilled at recognizing the factors so they can follow at this level they are ready to answer the
become leaders in their own style. questions based on the roles and lenses they
How much more interested and engaged are responsible for. Individuals are no longer
would anyone (you?) be when building looking to accomplish some provided goal; they
something, or making something happen. How are looking to answer the ‘what if’ question. They

40 VOLUME 3 ISSUE 8 FEBRUARY, 2017 VOLUME 3 ISSUE 8 FEBRUARY, 2017