Are You the Michelangelo of Leadership? Take this Quiz

 

It’s crazy out there: Everyone is looking for answers to questions that have never been seen before. Sure, your competition faces similar difficulties, but that doesn’t make it any easier to sleep at night. Why? Because it’s a fact: You can’t lead like you used to and expect to win this time.

 

It is very clear: You need “breakthrough” ideas if you’re going to succeed. Would it surprise you to know that quite possibly – in fact most likelyyour organization already has the capability to generate the solutions necessary to ensure you will thrive?

 

Consider the great Italian Renaissance artist, Michelangelo. His work remains unparalleled. He said, “Every block of stone has a statue inside it and it is the task of the sculptor to discover it.”

 

There are too many leaders who approach their job acting like their employees are “blocks of stone,” so they don’t include them in the change process. This is evident when the “leaders” of the organization model one type of communication “top down.”

 

The most effective leaders do what Michelangelo did. Rather than forcing “solutions” and ideas from the outside, they do something radically different: They create the conditions – the culture – that allows the solutions to come forward from within the organization.

 

Answer these questions to determine if you are the Michelangelo of Leadership:

What percentage of your employee base:

 

1. Are empowered to regularly ask questions of leadership?

2. Currently bring an “ownership, all-in” mentality to work?

3. Are routinely solicited for their ideas on how to improve processes, etc.?

4. Are consistently aware of why what they are doing on a daily basis is important?

 

If you answered 90% or above to these questions, you’re presently creating a masterpiece – and your organization is probably already healthy. If you fell below 90%, the good news is: Starting today, your job – and results – can get easier.

 

Activate Your Greatness.

Activate Your Greatness.

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