The Listening Rock, Inc.

Metaphors for Effective Transformational Leaders
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Metaphors for Effective Transformational Leaders

The Core Leader Behaviors That We Believe Will Produce Superior Results in Almost Every Situation...

 
1. Separating the Sizzle from the Steak
Be able to differentiate between image and reality, between hype and fact.
2. Selling Vs.. Telling
Be positive when explaining change-related information, as opposed to simply reporting the facts and letting the listeners draw their own conclusions.
3. MBWA (Manage by walking around)
Maintain visibility in the organization; demonstrate an interest in the effects of the change initiative; show employees an awareness of what is happening.
4. “Tell me what you do!”
Actively seek out what is currently happening in the organization; know what your people are doing.
5. Herd Riding
Maintain control over the activities and direction the group is taking.
6. Tin Cupping
Get resources to accomplish your change goals, however and whenever you can. Don’t be too proud to ask for help.
7. Reinventing Yourself
Proactively assume the role required by the situation; the role will vary according to the progress of the organization along the continuum of change.
8. Finding the Pain
Focus on the consequences of not changing so that the process of change is less uncomfortable and more desirable.
9. Disengaging the Autopilot
Awaken to the need to do different things and do things differently rather than continuing along the same path.
10. Beginning at the End
Focus on the results; visualize the organization that will come out of the change process in order to chart the path to get there.
 
11. Beating the Clock
Place time limits on the change process; challenge yourself and your teams; make urgency a reality.
12. Break the Incumbency Curse
Destroy all vestiges of “We’ve always done it this way,” “It won’t work,” and “We know what we’re doing.”
13. What, How Many, How, Why?
Ask for and accept only specifics concerning goals and targets.
14. The Nth Degree
Don’t be paralyzed waiting for a 100% solution; 80% is usually enough.
15. Living on the Edge
Reinforce risk-taking behavior and help people be more comfortable with ambiguity.
 
16. Being a Surge Protector
Take the heat and protect those who are actually attempting to change behaviors and improve their performance
17. “You gotta be kidding!”
Confront lack of focus and time-wasting behaviors immediately; discipline irrelevant activities to reinforce focus.
18. Playing in the Mud
Get into the details when you have to; when you think you’re being snowed, get the facts.
19. Passing the Torch
As others begin to accept change and perform differently, recognize them and delegate more responsibility and authority to them.
20. Finding Success in Failure
Ensure that you and your people learn something from each thing that goes wrong.
 
21. Border Patrol
Make sure that people do their own jobs first; prevent inappropriate focus on others’ roles and responsibilities; manage scope.
22. Outlaws
Don’t punish appropriate risk taking; the real outlaws are the resistors.
23. Fill in the Blanks
Provide the facts, tools, knowledge, and skills your people are missing to implement change.
24. The Devils that You Know
Identify the obstacles and barriers to change and remove them.
25. Return to Sender
If it’s not critical to getting desired behavior change and results, don’t even look at it.