Why Is there a Lack of Leadership?

It was another hot, heavy day in Iraq. I was assigned to pull security to the left flank as my platoon maneuvered up into a possible hostile target. The last thing on my mind was a potential lack of leadership.

I looked around after not hearing anything for a bit. The rest of my team about 30 yards ahead of me. I then checked behind me and no one was there. I looked all over and everyone was closing in on the target except me.

“Did they leave me behind?” I wondered as I was in a half panic.

“Where is my leadership!?” I was told by a fellow soldier I should’ve been yelling when I told him I had been left behind on a mission.

One would think that such an experience would have made me want to become the best leader in the world. However, my perception of leadership at the time was incorrect. It hadn’t developed yet, and I definitely did not seek to develop it.

What Is the Leadership Role?

If one of your leaders in your company all of a sudden disappeared, would your operation still hold strong in the long run? Who is responsible for the lack of leadership in your company?

These are questions I’ve pondered since the last job I’ve had to quit due to the extreme lack of leadership. The more I think about it, the more I realize leadership isn’t taught enough in our society. Do you think there is a reason for this?

The most common misconception about leadership is that one has to be in a management or leadership position to be a leader. The lack of leadership absolutely begins with the individual. Why would anyone follow you if you can’t even follow yourself?

Perhaps you don’t assert your leadership because you no desire to take a leadership role. What you don’t realize is that you are setting the example for the position you are in. If your coworkers don’t see you succeeding, taking initiative, or problem solving issues in your lane, what good are you?

One of the most annoying matters to deal with at work are coworkers who can point out the problems, but have no solutions. Sometimes, they have the solutions, but they won’t do anything about it. Some don’t do anything because they don’t get paid enough to do anything. Fear of retaliation is also a motivator to do nothing.

Actions by leadership or coworkers could lead to fear of retaliation. We also have to accept responsibility if that fear develops within ourselves. In the past, this has been one of my faults. I’ve let my environment hold me back from making certain leadership decisions.

What Is the Biggest Lack of Leadership Trait?

You can name all sorts of negative traits that leaders possess. The first one that will come to most minds are the tyrannical leaders. They’re the easiest to spot and difficult to hide. They’re generally the most feared as well.

I’ve also encountered weak leadership. To me, this leadership is a little harder to spot. Someone could appear to be a strong leader, but the lies they tell could easily hide their weakness. This is a leader that could slowly destroy the company silently in the long run.

Both tyrannical and weak leadership have one thing in common – fear of confrontation. It is by far the biggest lack of leadership trait I’ve witnessed in work and life in general. The tyrannical leader may tend to dominate and excuse any confrontation. The weak leader will try so hard to appease the other party to avoid the confrontation.

So many people have so many problems with each other, yet very rarely do they confront others with those problems. Why are people so afraid to confront these problems?

In the past, I’ve generally waited to confront problems. Over time, I’ve been more assertive with those that have a lack of leadership. I’ve realized the longer I wait once I’ve spotted a problem, the bigger the problem becomes. Confronting the problem as soon as possible is paramount.

Create a Leadership Culture

For the first time in about a year, I grabbed one of my many non-fiction books and read it. The book I read was John C. Maxwell’s Leadership 101: What Every Leader Needs to Know. I’ve never been an avid reader – I’ve always preferred audio or video for learning. I don’t know if recent encounters with bad leadership changed me, but I didn’t even look for a video this time.

What also helped me was that this book was short. In fact, Maxwell even writes in the book that many asked him to write something they could read in one sitting.

I haven’t studied a lot of leadership, and I haven’t held many positions of higher leadership. Reading this book backed a lot of thoughts I’ve had when I felt what would make a good leader. Page 103 under “Create a Leadership Culture” states:

“The most stable companies have strong leaders at every level of the organization. The only way to develop such widespread leadership is to make developing leaders as part of your culture.”

Leadership 101 by John C. Maxwell

Reading that was an exclamation point to the book since it was near the end. Only in the Army have I ever experienced any real attempt from leadership to develop me into a leader, but unfortunately, I wasn’t interested at the time.

Looking back, part of my film school education should’ve focused heavily on leadership. Directing a movie or video production requires so much leadership capability. Unfortunately, the school was more focused on making money.

To Counter the Lack of Leadership – Listen

I’ve heard about active listening so many times throughout my work history, but it doesn’t settle with most.

One example in my time is when I quit a job and word got back to me higher leadership was wondering if I’d be willing to come back. There were a few red flags that flew up when I got this news:

1. The higher leadership asked a coworker about me almost a month after I turned in my two weeks’ notice. If they were genuinely interested in me returning, why did they wait nearly two weeks after my last day of work to ask about me? Did they really expect me to just sit there until they beckoned?
2. Why didn’t they come directly to me when they immediately found out about my resignation or returning to work?

However, the biggest red flag appeared when I took the opportunity to contact them about returning. I was genuinely curious to see what they were offering since they were still interested in me. I sent an email, letting them know I’d be interested in returning, but I wasn’t sure that I’d want to go back into the same position.

The response I received was to go back into my position. To be fair, I did get a second email stating that they’d like to have a conversation with me. However, after everything I had gone through with that company, I was on my last string. They also refused to fire a terrible employee that almost everyone had numerous problems with well before I got there. I made it very clear I would not return if they kept that employee. They also did nothing when an extremely toxic leader was outed. Instead, they let him ride out his month-long resignation.

From Follower to a Passionate Desire to Lead

I’ve mostly only been willing to follow for most of my life. That has been one of my biggest mistakes.

I haven’t feared being a leader. I’ve been willing to take charge, but only if absolutely necessary. After the experience I’ve had the last couple years, I want to travel back in time just to slap myself for thinking like that!

One belief I’ve always held was that in order to lead, you have to be an expert on what you are leading. However, I’m beginning to feel as though caring for subordinates is way more important as Maxwell points out in his book. It’s not that I haven’t cared in the past. I’ve just been more worried about not performing tasks better than my coworkers or subordinates.

One concept of leadership I’m still trying to realize is whether or not it is right to get rid of poor performing employees. I figure after counseling/coaching an underperforming employee multiple times and the results aren’t satisfactory, maybe its time for the employee to move on.

Part of my leadership strategy from now on will be heavily learning what makes employees tick – both professionally and personally. The company might lose a good leader if their personal or professional desires lead them to another place, but if the employee has nothing but good things to say about my company, would that direct other motivated potential employees/leaders to my company? I’d like to think so.

Know Your Role!

Very few leaders are actually born. I was constantly told when I was an infantryman that only 5% of people are born leaders. The 95% are molded. I’ve seen a lot of people who think are in the 5% simply because they are willing to take charge. Leadership is way more than that.

One of the most memorable scenes in movie history to me is from The Avengers. The nerdy part of me has always loved Captain America because of his capacity to lead.

This scene shows the epitome of leadership amongst all of the Avengers, at least in this moment of the Marvel Cinematic Universe! Captain America has been analyzing the situation on every level. He knows the strengths of his team so well, he doesn’t have to think about what they’re need to do.

Even Tony Stark, and much of a genius, billionaire, playboy, and philanthropist as he is, gives this moment to the Captain. Perhaps Stark didn’t think he could handle it or want the blood on his hands, but he knew who’s best suited to make the call.

(I know it’s *just* a movie, but we can all pull lessons from stories, even fake ones!)

Lack of Leadership, Only in Mindset

Leadership is skill and is improvable. A lack of leadership, especially at the self-level, will cause all other skills to decline within yourself. Before you can take care of anyone, you need to take care of yourself!

I’m eager for my next leadership opportunity, whether it be management or entry level!

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