See, I'm getting so tired of the 'either/or' arguments or exhortations that keep getting posted on LinkedIn. This morning's is "You hired them for their strengths. Why focus on their weaknesses?" Ugh! Now don't get me wrong, I understand and to some degree agree with the sentiment. Statistics show that the yield from strengthening strengths certainly surpasses the yield from strengthening weaknesses. But, what? We should stick our fingers in our ears and sing "Lah, lah lah!" at the top of our voices while studiously ignoring the glaring deficiency that a team member exhibits? Hell no! That's plain stupid! So, please stop suggesting that we take one path over another.
A gent by the name of Craig R. Hickman wrote "Mind of a manager. Soul of a leader" back in the 90's and in the opening pages he posed a question along the lines of "What do we need more of today, managers? Or leaders?". It was a trick question. In a much later chapter he answers the question himself... "Yes". We need more of both! Hickman observed that in the critical areas that 'executives' need to focus:
Competitive Strategy/Advantage Focus:
Managers . . . | Leaders . . . |
| Concentrate on Strategy | Nurture Culture |
| Consider Dangers | Sense Opportunity |
| Follow Versions | Pursue Visions |
| Isolate | Correlate |
| Determine Scope of Problems | Search for Alternative Solutions |
| Seek Markets | Serve People |
| Think Rivals / Competition | Think Partners / Cooperation |
| Design Incremental Strategies | Lay Out Sweeping Strategies |
| Correct Strategic Weaknesses | Build on Strategic Strengths |
Organisational Culture/Capability:
Managers . . . | Leaders . . . |
| Wield Authority | Apply Influence |
| Seek Uniformity | Pursue Unity |
| Administer Programs | Develop People |
| Formulate Policy | Set Examples |
| Instruct | Inspire |
| Manage by Goals / Objectives | Manage by Interaction |
| Control | Empower |
| Easily Release Employees | Would Rather Enhance Employees |
| Employ Consistency | Elicit Creativity |
External/Internal Change:
Managers . . . | Leaders . . . |
| Yearn for Stability | Thrive on Crisis |
| Duplicate | Originate |
| Fasten Things Down | Unfasten Them |
| Drive Toward Compromise | Work to Polarise |
| See Complexity | See Simplicity |
| React | Proactive |
| Plan | Experiment |
| Reorganise | Redevelop |
| Refine | Revolutionise |
Bottom-Line Performance/Results:
Managers . . . | Leaders . . . |
| Scrutinise Performance | Search for Potential |
| Are Dependent | Are Independent |
| Compensate People | Satisfy Them |
| Conserve Assets | Risk Them |
| Pursue the Tangible | Seek the Intangible |
| Inhabit the Present | Reside in the Future |
| Concentrate on Short-term Results | Seek Long-term Results |
| Want Good | Demand Better |
Individual Effectiveness Style:
Managers . . . | Leaders . . . |
| Ask How (Seek Methods) | Wonder Why (Seek Motives) |
| Think Logically | Think Laterally |
| Perpetuate Hierarchies | Strive for Equality |
| Are Skeptical | Are Optimistic |
| Plan Around | Confront |
| Take Charge | Encourage Delegation |
| Like Formality | Prefer Informality |
| Venerate Science | Revere Art |
| Perform Duties | Pursue Dreams |
Now, I don't know about you but I can't even begin to imagine an organisation surviving, let alone thriving without an appropriate balance of both of those sets of focii. As Peter Drucker famously noted "Management is about doing things right. Leadership is about doing right things." They both need doing.
From where I sit I believe that one of the greatest 'influences' that is present in the business-world today - and that most people seem to struggle with - is ambiguity. And as a consequence one the most critical competencies any of us can possess in this day and age is the ability to 'manage the and'. Either/or has no place in today's world (or today's society - don't get me started on the 'othering' that governments around the world have long promoted in order to exact more control over their citizens and marginalise others).
So, lets strengthen our people's strengths AND strengthen their weaknesses. Please!