Leadership Radar (part 1)
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Leadership Radar (part 1)

Leadership

Leadership Radar (part 1)

Radar is a system for detecting things. Leadership is the action of leading a group of people (or an organization). Leadership Radar is a process or system that you can develop, improve over time, and use to effectively lead a group of people, your company, and yourself.

Why is Leadership Radar Useful or Important?

Imagine being able to see subtle differences in how your staff are doing. Imagine being able to spot a professional that is upset or unhappy and be able to help them quickly instead of finding out about it days or weeks later. Imagine being able to find a better fit for a professional instead of losing them because they leave for another job because they are unhappy. 

Imagine being able to find the exact things you failed to do, that if now done, will improve things for you and those around you. Imagine being able to find the exact things you did, that if continued, will continue to improve your career and the careers of those around you. Imagine being able to find the exact things you are doing, that if continued, will make things worse for you or those around you.

This is all possible with Leadership Radar. It allows you to do all of these things and more. Using Leadership Radar will empower you to empower others. It will allow you to quickly detect and solve problems before they become ugly or crippling to a person’s career or the company’s success.

Using Leadership Radar will empower you to help others and make you feel like you are making a difference in others’ lives. It will empower you to improve the quality of others’ lives.

 What does Leadership Radar Detect?

 Change. 

 More specifically, the source or cause of a change. Change is simply change. Something different than it was before. Change is not bad. Change is not good. Change is simply something different.

It is a change that precedes anything getting better or worse. Leadership Radar will not work and you won’t even bother to look if you don’t spend a few minutes and work out the truth of the previous statement of fact.

A change always comes before something or someone getting better or worse. 

Now – that does not make the change bad or good – remember a change is simply a change. Most people label change as bad or good. I don’t recommend it. When change is bad, people will hide change. When change is good, people will celebrate it. Neither is a good idea. 

Hidden change is hard to find and they will hide change if they feel or have been told that change is bad. Sometimes “bad” change is really good. For example, a person leaves the company and they were perceived to be a great employee. Later you find out they were not working that hard and much of their work was incorrect. 

Celebrated change is spread around quickly by those excited about it if they are told that change is good. Sometimes “good” change is really bad. For example, a person finds a faster way to do daily updates in their area. Later you find out that this faster way results in mistakes.     

It is safer to just label change as it is – change. The result of change may be good or bad, but change is simply change. Below are some examples of changes and the results of changes.

A change can make things better.

For example, there is a distracting noise in the office. The noise gets fixed and is now gone. This change can make things better for people in the office who didn’t like the noise or were distracted by it.

A change can make things worse.

For example, a person gets promoted. The promotion means that the person has to work more hours to keep up with responsibilities for managing others and getting work done. The person does not like this and did not want to work extra hours. The person becomes unhappy. Being unhappy as a leader, this results in those around the leader being led by an unhappy person. This change makes things worse for this person and everyone around them.

A change can result in more productivity. (getting more done).

For example, a person gets a new chair. This chair is more comfortable and they can sit and work for longer periods. This change results in more productivity (person gets more done) and the person is happier. This change makes things better for this person.

A change can result in less productivity. (getting less done).

For example, a person gets moved to a new desk. The new desk is too small for the person to do their work. This change results in lower productivity (person gets less done) and the person becomes unhappy. This change makes things worse for this person.

A change can make a person act and operate smarter.

For example, a person stops getting drunk before work. This person is now able to concentrate better and perform better at work. This change results in the person acting smarter at work and in their job. 

A change can make a person act and operate dumber.

For example, a person gets high before work. This person is unable to concentrate and their decisions are poor and considered dumb by those around them. This change results in the person acting dumber at work and in their job.

A change can make a person more patient.

For example, a person was in daily pain due to lactose intolerance. This person was edgy and generally not patient with others due to their daily abdominal pains. They stop eating dairy or take a lactaid to handle dairy. This makes the pain go away. This change results in the person acting more patient with those around them.

A change can make a person less patient.

For example, a person gets drunk and comes to work hungover. This person is normally kind and patient with others, but has a headache, is foggy, and doesn’t want to be bothered today. This change results in the person acting less patient with those around them.