The Performance Dilemma. Strong Manager or Charismatic Leader?

There is a perception that the highest performing organizations are led by hard charging charismatic superhero leaders. This may be the case in Hollywood, but in today’s world an organization led by a Gordon Gekko type leader would not fare well and would most likely not withstand the test of time.

The truth is that companies do need strong leaders. However, they do not need to possess the stereotypical overpowering large personality that many are made to believe make for a great leader. In fact, some of the best performing companies, large and small, do so with down to earth and real people leading the way. There are certainly outliers, such as Steve Jobs and Barack Obama, but history would suggest that they are exactly that, outliers.

Many successful companies are led by people who are lesser known and less dynamic than the stereotypical leader, yet equally committed and driven to succeed. This is not to say that they cannot step up to the podium and articulate a convincing vision for a better tomorrow. They certainly can. However, they understand that a typical organization requires much more than may be needed to run a very large corporation. This is partially due to the limited resources available to smaller organizations and the requirements of the job.

Granted, there is a table stake of sorts to be considered for such a leadership role. These are traits every organizational leader must possess. They must be intelligent, able to persuade, and visionary. All things being equal, it is those leaders that understand the importance of strategy, the role their people play in achieving organizational goals, and the need to monitor progress with accountability for results who are the most successful and most in demand.

When you step back and look at what has made some of the best performing organizations so strong, you may find it is more about the leader’s ability to influence what is being done and the level at which it is being done than anything else. The ability to influence and motivate their teams to achieve desired outcomes is a critical social skill. It may be as important as any other skill or ability. It may also be why many big personality leaders fail. A big ego can wear on people and over time demotivate those the leader is charged with leading.

If you are a leader or are responsible for finding leaders for your organization, it may be worthwhile to take a look at the skills and abilities that truly matter to long-term success. You just may find that the strongest leaders possess much more than what Hollywood and social media have made us believe.

Randy Stepp is a principal with Renaissance Leadership Group. RLG is a full-service business development company driven by Purpose, Passion, and Strategy and the goal of helping entrepreneurs realize their vision for their business.

Visit Renaissance Leadership Group at www.renaissanceleadershipgroup.com to learn more.