(This is part 1 in a series of posts where I document my progress through reading Becoming a Technical Leader: An Organic Problem-Solving Approach by Gerald Weinberg, answering the questions at the end of each chapter)
“How is this person’s life different from yours? Which of these differences are a result of being a leader? Which of them are a cause of being a leader?”
The first three times I read this question, I tried to search my memories for true leadership from my own work history. Then I realized that my perspective is far too narrow.
I have an old friend who is a natural leader. He was clearly the alpha, but for the most part, he also made a point of caring about people around him. Back in the day I’d disagree with him over a lot of things, yet happily follow him most of the time. I think he also has a narcissistic streak – at the very least, from time to time he would obviously put his own agenda or ego before everything else. But then, he’d also be brutally honest about that side in his personality, which made it tolerable.
From what I hear, he has things pretty well in order these days. Family, kids, whatnot, whereas I’m still figuring out what and who I want to be. I think he’s always had an inner vision of what life for him should be. The differences between me and him are probably mostly the cause, not the effect, of him being a leader.
“Which of these improvements will arise from your changed behavior, and which from recognition of the changed behavior from other people?”
Increased confidence, I think, primarily. A self-image that isn’t in constant flux. This answer may be a bit misleading in that I don’t expect that to happen as a result of the things I need to change. Rather, that is the first thing that I need to change. If recognition from others will drive positive things, it will probably be a sort of a feedback loop. I don’t think any good change can come entirely from the outside.
“Will these changes be worth the rewards? How can you change, yet behave in such a way that these changes do not affect you so adversely?”
I tend to fluctuate between bouts of really low self-esteem and feeling like I’m the most important person in the world. Now, if the change improves my self-esteem, I’ll probably have a hard time keeping my ego in check. I’m hoping I can avoid the worst by keeping a keen eye on the mirror.
“Alongside this list, identify situations in which your presence seems to decrease the productivity. How can you characterize the differences between these situations? (Fore example, increases in productivity might involve working with people you know well, or working on a problem that is new and different. Or perhaps just the reverse is true for you.) What do these lists tell you about yourself and the environments that empower you?”
I tend to carve myself a niche where I get the warm glow of appreciation from people. Typically I stay well within my comfort zone, which is sort of a bummer, growth-wise.
“Do you seek out situations in which your leadership will be positive, or do you more often look for situations in which you can learn to do better? Do you, in fact, learn from these situations, or do you just keep repeating yourself?”
I think I’m a net benefit, but then if I didn’t, I wouldn’t be writing this, I guess.
A lot of the time it seems like projects start out promising really interesting learning opportunities, but end up being a bunch of boring grinding. Whether that’s due to unrealistic expectations, or learning the lessons quickly, or merely me being fickle is really hard to say – the jury is still out on that. Still, I feel like I’ve learned something on every project I’ve been on.
Next up: Chapter 2: Models of Leadership Style.