Blanchard says that today's reality is that the traditional hierarchy of leadership has evolved to a new order - the empowerment of individuals. The problem, he observes, is no longer to get managers to 'let go'. They have no choice any more. The problem is to get people to take responsiblity - to 'grab the ball they are being handed and to run with it'.
While some people take to this situation readily, many more are immobilised into a state where they act like victims and think of their manager as an incompetent enemy, complaining that "my boss hasn't done this, my boss hasn't done that".
Situational Self Leadership
Already known for the concept of 'situational leadership' - adapting leadership style to the context - Blanchard and his colleagues recognised that this framework also held the answer for helping people take the lead in situations where they didn't have the power; when someone else was their manager or boss.
Three keys to empowerment
Blanchard identifies three key elements to self leadership, which also lay the foundation for taking responsibility and, crucially, 'discovering the magic of no excuses'.
- Challenge assumed constraints - "An assumed constraint is a belief you have, based on past experience, that limits your current and future experiences."
- Celebrate your points of power (knowledge power, position power, task power, personal power and relationship power) - "ultimately, it's in your own best interest to accept responsibility for getting what you need to succeed"
- Collaborate for success - ask for the support and direction you need because "none of us is as smart as all of us"
And finally... Don't Be a Seagull
Blanchard defines a 'seagull manager' as one who:
- Flies in
- Makes a lot of noise
- Dumps on everyone
- Flies out
"Catch People Doing Something Right. Accentuate the Positive."Ken Blanchard