Effective LEADers are Conductors…not One-Man Bands

Effective Leaders are conductors who can empower, nurture, and enable others to perform and contribute at their best.

The musicians are on stage, each one preparing and tuning their instruments for the performance ahead. The cacophony from all the other musicians doing the same sounds nothing like the musical score in front of them. This process continues until the Conductor takes the stage. Soon after, with the baton raised, all are poised to begin. As the Conductor brings the baton down, what was noise is magically transformed into music. As the score progresses each orchestral section is queued into the performance by the Conductors baton.  Never does the Conductor stop, sit down, and begin playing an instrument.

Leaders are not one-man bands.

Effective Leaders are conductors who can empower, nurture, and enable others to perform and contribute at their best. This is best accomplished by allowing all team members to work at the edge of their abilities, constantly expanding their skills, knowledge, and abilities. The effective leader embraces this paradigm by letting go and trusting others. There is no time or place for micro-managing here.

The best businesses are not one-man shows.

Letting others contribute maximally enables an organization to magnify their results, achieving what would have been impossible individually. Amazingly, this isn’t even the best part. By allowing others the freedom and opportunity to learn and contribute together, they too begin to exercise their Leadership muscles.

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Going Slow in the Fast Lane

Are we or someone we know Driving Slow in the Fast Lane? Is this slowing others up or hindering their progress?


Reading time- 1 min 22 sec

I drive the interstate frequently during my daily commute.

At times it can become a monotonous and hypnotizing experience. I spend the drive time listening to music, podcasts, books on tape, along with thinking and planning my day. Finally, you look around and realize that you don’t remember all the exits you just passed or how long you were deep in thought. It’s crazy how that happens.

It’s like you are on autopilot.

It must happen to others, too, because I encounter a driver going Slow in the Fast Lane, the passing lane every day. And it’s not just cars; trucks are even worse offenders. How could a tractor-trailer driver think they could go “fast” uphill, in the passing lane, yet never do?

The question is, how do I get back up to speed?

So, this got me thinking, having noticed similar scenarios in business with co-workers and employees. They, too, can end up, somehow, going Slow in the Fast lane, hindering the progress of those around them.

The way I see it, there are three possible solutions to remove this obstacle.

The Selfish Way: speed up, swerve around them and leave them behind. In the workplace, this might show itself as manipulation, micromanaging, drama and gossip.

The Get-Out-of-My-Way Way: ride their bumper, flash your high beams and wait for them to change lanes. Highly critical co-workers who exclude and ignore others are demonstrating a Get-Out-of-My-Way mindset.

The Awareness Way: the individual realizes they are hindering others and either speeds up or switches lanes. At work, this is a growth mindset, open to learning, coaching, changing, and helping others achieve their goals.

Do you recognize any of these individuals or behaviors in your workplace?

Are we or someone we know Driving Slow in the Fast Lane? Is this slowing others up or hindering their progress? Are our actions, unbeknownst to ourselves, preventing others from accelerating in their lanes?

Awareness is the first step; taking action is next.

What is your plan to accelerate your Team?

I am asking for a friend.

Dealing with Difficult Employees: Nip it in the bud!

People rise and fall to meet your level of expectations for them.
John C. Maxwell

It’s human nature to avoid what is painful, regardless if the pain is physical, emotional, financial, or even at work.

Do any of these sound familiar in your workplace?

  • tardiness
  • bickering
  • absenteeism
  • micromanaging
  • backstabbing
  • employee turnover
  • rules are not followed
  • you walk on eggshells
  • cliques have formed
  • employees team up against others
  • fingerpointing
  • the workplace is stressful and chaotic
  • you move or reassign a problematic employee
  • you have a Drama
  • Gossip
  • you are held hostage by employees
  • people say one thing yet do another
  • requests are ignored
  • poor morale
  • Finally, things appear to be getting worse rather than better?
If any of the above are present in your workplace, then it is time for ACTion.

People rise and fall to meet your level of expectations for them.
John C. Maxwell

This dysfunction prevents your organization from achieving its goals. Even worse, if left unchecked, it could create a hostile work environment. Your employees know precisely what is going, who the instigator is, and are watching you! You must ACT.

You have two choices.
1. ACT, quell the dysfunction, unit your Team, improve morale and get back on track to serving your clients and achieving your goals.
2. inACTion shouts even louder, demonstrating to everyone your inability to lead, your favoritism and selfishness, and your disregard for your Team and the Clients you serve.

The cure is ACTion!

Without a doubt, managing your workforce and engaging in difficult conversations are some of the most demanding and most challenging tasks a Leader will face.

To begin, set employee expectations and hold everyone accountable. Yes, this is much easier said than done! These are complex tasks, but delaying them magnifies the dysfunction and makes the “cure” even harder.
To make these conversations easier, stick to the facts. The facts are always more precise and fresher in everyone’s mind when current.

Don’t dig up things from the past.


Use the following formula:
1. State the employee’s defined job duties, your expectations.
2. Review the employee’s present behavior and the adverse effect it has on the business.
3. Coach the employee on the desired behavior and outcome.
4. Schedule a time to monitor their progress, that’s accountability.

Remember: Attitude Reflects Leadership, always!

Once your Team sees you are taking action and holding people accountable, they will take notice. After all, aligning and motivating your workforce is what an effective Leader does.