Did your Mom or Dad ever say to you - "Do As I say, Not As I do?"  I remember that being said to me when I was growing up - It was a very authoritative command.

I believe that same mindset existed in leadership principles of the past. Not academic principles but in the real world autocratic type of leadership that was often required to manage a business effectively 20, 30, 40 and even 50 years ago. I call it the "Lone Wolf" style of leadership.

Today, "Do as I say - not as I do" just doesn't work. Employees are smarter, less willing to blindly accept this type of leadership without question. Today, the burden of leadership is to be an example. I believe you must employ what I call the "Lead Wolf" style of leadership. (E-mail rick@ceostrategist.com for a copy) The Lead Wolf leadership principles are built on a servant relationship with our employees and setting an example is the most powerful meaning of leadership. It's about earning trust and respect. I cannot repeat the words enough…..

"Employees won't start trusting you until you start trusting them…….. Employees won't start respecting you until you start respecting them."

Embrace the Principles

I have seen numerous management teams communicate rhetoric about a culture change but fail to embrace the practices outlined in their rhetoric themselves. Culture shifts or any other major change that companies want to initiate must penetrate the employee's belief system that is integrated from top to bottom throughout the organization. Make no mistake; employees are sensitive to the behaviors of their managers. Management behavior will determine the credibility of the entire process.

Effective leaders understand this principle very clearly. As a result, the "Lead Wolf" leaders of this century are willing to work on their own personal leadership models and their practice of effective team building and decision making. This includes all functional aspects of the organization including customer focus, commitment to employees, process improvement, vendor partnerships and other key initiatives. They realize that their demonstration of leadership defines the cultural norm of the company. The principle of "Do what I say – not what I do" just doesn't exist in their mindset or their vocabulary.

A Common Reason for Failure

One of the most common reasons that leadership intentions fail and employee commitment is not maximized, discretionary energy is not given willingly and a feeling of distrust permeates the culture of the organization is simply the failure of managers to demonstrate their belief and support in their hearts, their guts and their habits. They simply don't demonstrate their personal commitment because they have not internalized the concepts by practicing these concepts so the employees can see their commitment first hand. "Do as I say ….. Not as I do."

Employees just won't buy into rhetoric alone. They simply won't do as you say, but they often will do as you do. Employee faith in their leaders must be confirmed by the deeds and actions of their leaders. How many times have you heard effective leaders make the comment...? "I would never ask my employees to do something I wouldn't do." That is quite a testimonial. However, the real impact on an employee is actually seeing their leader's do the same things that they as employees are asked to do.

Think about it. When there is a crisis and the president or CEO is willing to get their hands dirty by working right alongside their employees to address the crisis sends a message that just can't be duplicated by the finest PR firm in the country. Employees need confirmation of the faith and trust they put into their leaders. Willingness to work alongside them, understanding their issues and demonstrating that understanding confirms their faith and trust.

The Solution is Simple -Train Your Senior Managers
Leaders are not born – they are developed. That development requires specific proactive training. Most people understand and believe that and yet very few organizations embrace leadership development programs internally. They kind of just leave it up to individual managers to develop their leadership skills.

Leadership training can provide enormous value to the organization and have a direct impact on the bottom line. Training should include defining the processes that add value internally. Understanding coaching and mentoring, defining feedback loops and the principles of team development.

This is Not Extra Work
Don't think for a minute that leadership training is extra work. This is the work of management. Making effective decisions and maximizing employee contributions is the very substance of leadership. That is the job of management. If you are a leader or manager that believes your job is simply reviewing the work of others and passing judgment you simply will not be effective. Do as I say ….. Not as I do has no place in leadership today.

Executive management teams are not a court of judges. They are a team of players, problem solvers, coaches and mentors that that a burning desire to develop other leaders within the organization. They are not threatened by the success of others; in fact they encourage the success of others.

So….. If you remember the term "Do as I say… Not as I do", I would like to suggest that you replace that saying with …
"Do as I do and I will listen to what you have to say because I believe in you."

Check out CEO Strategists Learning to Lead So Others Will Follow Planning Workbook and CD set.
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www.ceostrategist.com – Sign up to receive "The Howl" a free monthly newsletter that addresses real world industry issues. – Straight talk about today's issues. Sign up now and download "The Lead Wolf Interview Guide & Sales Training 101 a guide on conducting effective sales training sessions". Rick Johnson, expert speaker, wholesale distribution's "Leadership Strategist", founder of CEO Strategist, LLC a firm that helps clients create and maintain competitive advantage. Need a speaker for your next event, E-mail rick@ceostrategist.com.