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November 2021
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When recruiting staff, how do you select givers rather than takers?
OKRs are about setting inspirational goals and pursuing them with discipline; Legitimate Leadership is about intent and culture. OKRs are a system for identifying and working towards desired outcomes. A company should first build a team and a culture, then elevate its performance through goals or OKRs.
“Service, giving to another, having their back, is what makes the highest-performing teams in the world – not their strength or their intelligence, but their willingness to be there for each other.”
For more information regarding the above, please
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Question of the Month
By Wendy Lambourne, Director, Legitimate Leadership
Question: When recruiting staff, how do you select givers rather than takers?
Answer: Firstly, if you want an organisation where you have more givers than takers, you need to have givers in charge. This is simply because givers beget givers. Whenever you appoint someone to a leadership role, therefore, it makes simple good sense to appoint givers rather than takers.
Legitimate Leadership has developed a process to help client organisations select first line managers who are givers. It begins with giving the candidates a half-day of input on the basics of the Legitimate Leadership Model, then testing their comprehension via a multiple choice questionnaire. The next step in the selection process is to give candidates a series of accountability scenarios which test not whether they would do the right leadership thing in practice, but whether they at least know what the right leadership action is (right being ‘aligned to the Legitimate Leadership Model’). The final step in the process is structured interviews which probe for and determine the candidates’ willingness to embrace this kind of approach to leading others, and also their basic ability to lead in this way.
The Legitimate Leadership Model fundamentally changes the traditional view of what the real job of those in authority is – namely, to care for and cultivate exceptional people (which is a precondition for legitimate power). Succeeding as a leader requires holding people appropriately accountable. It is the hardest part of caring for and growing people. Legitimate Leadership’s accountability scenarios test the candidate’s understanding of what holding people fairly accountable really means. There are givers at work but the give they want to make is to the task, not other people. Not everyone either wants to be or can be a leader. So the last step in the selection process gauges the candidates’ desire and ability to lead.
WEBINAR: LEGITIMATE LEADERSHIP AND OKRS CAN ENHANCE AND CEMENT EACH OTHERV
The pursuit of objectives promoted by goal management systems such as OKRs (Objectives and Key Results) and the enablement promoted by Legitimate Leadership sometimes fit uncomfortably together. But with conscious design, they can be integrated to enhance and cement each other and become two sides of an equation.
OKRs are about setting inspirational goals and pursuing them with discipline; Legitimate Leadership is about intent and culture. OKRs are a system for identifying and working towards desired outcomes. A company should first build a team and a culture, then elevate its performance through goals or OKRs.
Both Legitimate Leadership and OKRs are journeys and neither is done in the short term.
These were among the insights shared in a Legitimate Leadership webinar entitled OKRs And Legitimate Leadership: Competing Or Complementary? held on 14 October 2021. The webinar was attended by about 70 people.
READ THE FULL REPORT ON THIS WEBINAR BY CLICKING HERE
VIDEO: WHAT IS NEEDED FOR A HIGH-PERFORMING TEAM
By Simon Sinek, American author on leadership and motivational speaker.
COMMENT BY WENDY LAMBOURNE OF LEGITIMATE LEADERSHIP ON THIS VIDEO: We totally agree with Simon Sinek here. The following is what Legitimate Leadership believes about teams. First, a team succeeds to the degree to which the individuals on the team are committed to the team’s objectives (all things being equal, a group of motivated and willing people outperforms a group of less motivated and willing people). Second, a team succeeds to the degree to which individuals in the team are prepared to suspend their own agendas for the bigger interests of the team. Further, a team succeeds when the average interaction between individuals in the team is collaborative rather than competitive. And where individuals in the team deliberately set up other members of the team to succeed.
OUR SUMMARY OF THIS VIDEO: The Navy SEALs (the United States Navy Sea, Air, and Land Teams), are one of the highest-performing organizations on the planet. A former Navy SEAL was asked who makes it through the selection process to become a SEAL.
He said, “I can’t tell you who gets through, who makes it, but I can tell you the kind of people who don’t make it.
READ THE FULL SUMMARY OF THIS VIDEO BY CLICKING HERE
