Nov
24
The Difference Between Forward vs Backward Focused Leadership
ByIn this video less than 5 minutes long, Ed Oakley discusses the importance of focus for any leadership role, and the distinctions and impact of Backward vs. Forward focus.
What examples have you experienced that demonstrate the impact of the two directions of focus? Please share in Comments area (Click on Comments if you don’t see the response box).
To the “enlightened leader” in you!
Ed Oakley and the Enlightened Leadership Team
2 Comments
November 24th, 2009 at 4:31 pm
Backward’s focused leadership – I find to be controlling, perfectionistic and unable to see the beauty on diversity and unable to fully appreciate others’s strengths and weaknesses. Very black and white thought processes. My own personal experience with this type of leadership has caused me to get stuck, to not trust myself and weakens my ablity to take risks. This type of leadership has instilled fear – fear of making mistakes, fear of not pleasing people.
Forward focused leadership – I find to be adaptable, flexible, quick to respond positively. This type of leadership values error/failure to be learning opportunities. My experience with this type of leadership has allowed me to take great risks, to trust myself and my team, to be a pioneer in pursuit of uncharted territory. It’s been invigorating and rewarding.
I think we need to have both really to be balanced. There are times to look back and reflect with the attitude of what can we change for the better, which is good and constructive when it doesn’t include
fault finding and criticism and recognizes the positive.
November 25th, 2009 at 1:40 pm
Backward focused people are what I call the firehosers of the workplace. Yes, we need to look at the problems (why they are there and why they aren’t resolved)–and they are there … but it’s critical to seek out the positive that brings in the energy, the enthusiasm, and as you say–the Spirit of the Workplace. Calling this Forward Leadership, which I like, it’s important to know that it is quite similar the elements of Appreciative Inquiry, which I’m all for. Leadership needs patience in processing here–the more common style–what’s the problem, what’s the cause,what’s the effect and what’s the solution is the norm (and certainly how I’ve written most of my books)–but with FL and AI, it’s more of a “hold on” let’s find the good stuff, do some re-focusing and allowing the positive–the what “works great here and how can we do more of it”, that will do more in leading an organization forward. This doesn’t mean that you bury your head with the problems–they have to be dealt with–the positive momentum just my do trick! My two bits. Happy Thanksgiving