What is “leader centric”?

When is leader centric ?

We have customer centric , the strategy focused on actions in which the customer is the center and the protagonist.

We also have employee centric , that organizational strategy in which the employee, the job, is the main beneficiary.

Don’t bosses need our attention and that we think about them from time to time?

That we try to understand and support them, to put ourselves in their shoes just as they do with others?

Being a leader is difficult, and very hard. But why doesn’t anyone see it?

How is it possible that there is no leader centric current ? I wonder.

I don’t mean to say that everything focuses on a single person, but couldn’t that current coexist with the others?

Of course, you have to focus on employees, and also on customers, of course. Totally agree.

But a “leader-centric” system is becoming more and more necessary, where the emotions and work of those who are forced to stand up when everything fails are also protected.

Especially in organizational charts in which we find middle management positions that, although they have to lead certain teams, are not the true “bosses.”

Why do we assume that the leader is some kind of all-powerful hero, who when he puts on his suit and cape he no longer needs our help?

The loneliness of the “leader.”

We forget, but…

They are persons.

People of flesh and blood who suffer and suffer, like everyone else. And in your case it is possible even more.

Because? Well, because they have more pressure, much more than the others.

So they face “the loneliness of the leader”, that kind of no man’s land where they fight to gain the favor of their superiors without losing the good relationship with their former colleagues.

Something that happens especially in those who come from lower positions and who are rewarded with the “curse” of having to guide those who until a few hours ago were their equals.

Is the leader some kind of all-powerful hero, who when he puts on the suit and cape of his new position no longer needs our help?

Why do we believe that this strange circumstance does not need our understanding?

Who thinks about how they feel, what they need, how you can help them?

Now you will tell me, but “they also have more salary.”

Yes, it’s true, although by now I’m sure you already know what I’m going to answer to that:

“Money is not everything”.

And above all, money often does not compensate for the effort of leading.

When you lead you are alone.

But the worst thing is that all the problems end up on your table. That’s why we are leader centric .

Leader centric or Problem centric?

And suddenly the leader’s table becomes a kind of high-gravity planet where all the problems of the universe converge.

All the brown ones end up orbiting around them: those of the clients and those of the employees.

Those of your own boss, which are always urgent, and those of your suppliers as well.

I won’t even tell you about the administration problems.

All of those and more end up on your table.

But who cares about him, about the leader?

Nobody.

On the contrary.

He is judged, sometimes very harshly and with enormous disregard.

He is also hated.

Yes, don’t deny it.

In fact, in the many years that I have worked leading teams and I had to promote someone I always told them:

“Keep in mind that from now on the front of your card says boss, but on the back, for everyone else, it says “god…” (I’m sure you know how to fill in the ellipses).

When I promoted someone I always told them: keep in mind that from now on on the front of your card it says boss, but on the back, for everyone else, it says “god…” (I’m sure you know how to fill in the ellipses). ).

From super comp to leader.

The face of my interlocutors was a mix between disbelief and horror and I imagine them thinking “what the hell is this crazy woman saying, I’m a super colleague of my friends.”

But if. Invariably, I was right.

And they always came to tell me eventually.

For the record, I didn’t like being right about this.

But experience is a degree, and when a situation is repeated over and over again, the menda, who is not stupid, learns.

The thing is that no matter how much you are a great colleague of your colleagues, no matter how many drinks you have had together, as soon as they name you their boss it is as if you went over to the enemy side.

You have been abducted.

You are an alien, one of those who must be dejected and hated.

Because when you are named boss, in addition to many other duties, there is the most important one. And also the most lethal for your work life.

You can fire them and their future begins to depend on your professionalism.

They know.

You too.

And that opens a chasm between you.

You are the keeper of “the talk.”

So, if you have recently been appointed boss, welcome to the goat club…

Oh, don’t you want to be? Do you think that by inviting them to drinks again you’re going to get them to change their mind about you?

Do you think that by being cool and nice you are going to be a great boss and get rid of that hateful label?

As soon as they name you boss, for them it is as if you went over to the enemy side.

The leader is in charge of “the talk.”

Let me tell you that you are wrong.

He who is a boss is a boss, and they are not going to forget it. And you neither.

Or you shouldn’t at least.

Because at some point, one of your colleagues (or rather ex-colleagues) will screw up.

Or you will have to demand a performance within a certain period.

Or, who knows, maybe you are not achieving your goals.

And then as a leader you will have to give “the talk.”

And when that happens they won’t remember the rods or the rounds you paid for.

At that moment, you directly become the CABR… (now in capital letters) that every boss is for doing his job.

No one will stop to think about whether you have a bad time, or whether it hurts you to have to put yourself in that management position, which is also necessary for the proper functioning of the processes, or the company.

Everyone will turn you green, when the one who doesn’t achieve their goals tells the others what a bastard you have been while they have a beer on the way out.

Cocktail to which, of course, you have not been invited.

No one is going to think that you are right, because leader centric , unfortunately, has not been invented yet.

So why don’t we do it? Why don’t we invent it?

Make your organization “leader centric”

The fact that it has not been invented does not mean that a balanced and effective leader-centric system cannot be created.

And you know what they say about these systems.

It doesn’t matter how well you do.

What matters is being the first to do it.

What do you need to create a truly effective leader-centric flow?

Obviously we would have to work in the two environments that are affected by this situation.

On the one hand, actions can be undertaken that allow us to prepare guarantee leaders who manage the teams efficiently and equitably.

On the other hand, there are team dynamics that allow them to assume their roles and competencies under the supervision of balanced leaders.

What are some of them?

-We can create the ” boss for a day ” program so that your super friends can put themselves in your shoes for a moment and see how difficult it is and what it entails.

-Or start the ” ask the boss ” program, in which once a month you meet with some of the employees and they can ask you, with total transparency, what worries them most.

If, even though leader centric does not yet exist , you want to become a good boss, perhaps this other article will be helpful to you: Do you want to be a manager? GET READY!

If, on the other hand, you run a company and are worried about creating balanced teams and leaders that are not authentic… well, you know, I can help you, just click on the button below to schedule your first free session and take the first step .