I highly recommend Steve Covey’s book, Principle-Centered Leadership. This is not a “quick fix” approach to life or leadership, but rather a guide for real character and skill development that is grounded in natural laws and governing principles that, when we are in tune with them, give us the strength to break free of our pasts, to lose our needs for old habits and to change our paradigms (worldviews and ways of being in the world) to achieve primary greatness and interpersonal effectiveness.
Covey assures us that similar to the Law of Gravity, being unaware of Principle-Centered Leadership does not keep you from feeling the consequences! The quote “Give a man a fish and feed him for a day; teach him to fish and feed him for a lifetime” is prominently displayed on the cover because it is the prominent theme in the book. Good fisherman learn from years of experience, similarly, good leadership comes from years of experience with principle-centered living and leadership.
Covey gives you the map for becoming a Principle-Centered leader and how you can use those leadership qualities to effectively manage not only the people in your organization, but in your life.
Principle-centered leadership is created when the values of the leader and follower overlap. People want to follow the leader because of who or what he is not out of fear or coercion…the Leader models and values the the right thing and that is why the followers want to follow.
Chapter 1 “8 Characteristics of Princple-Centered Leaders”
· Realize the more they know, the more they don’t know Principle-centered leaders are constantly seeking education and training. They not only read and take classes, but want to learn from others and use their eyes as well as their ears.
· Are Service Oriented and see life as a mission They have a sense of responsibility and are motivated to action.
· Radiate positive energy and are cheerful, pleasant and happy Like attract like so they pull other positive energies to them and often neutralize negative energy or side-step it altogether. They are enthusiastic, hopeful and believing in themselves and others. They don’t want drama, but instead try to bring peace. Having a clear understanding of this positive energy can be a powerful tool not only in managing people, but in managing life.
· Because they believe in other people, they don’t overact to negativity, criticism or the frailty of humanity They are clearly aware of weakness, but they make a distinction between behaviors and potential. Because they don’t label, stereotype, or engage in prejudice they can have expectations without being naïve.
· Lead balanced lives Principle-centered leaders don’t see everything as black or white, don’t overact or jump to conclusions. They are not afraid to accept responsibility and accept praise graciously. They live for the present, but plan for the future while having a full understanding that circumstances change and they need to be flexible.
· See life as an adventure! Because their security comes from within and is not dictated by external forces, they have initiative, resourcefulness, creativity, willpower, and a native intelligence at their disposal. They are not tied to their external comfort zones and home camps.
· They are synergistic because they see the whole is more than the sum of its parts They aren’t afraid of weakness, their own or others, so they staff and plan for weaknesses by building on strengths. Delegation comes easier to them because they believe in others so there is no need to micro-manage. They don’t fight over positions, but rather focus on the needs of everyone.
· They exercise for self-renewal. This includes not only the physical, but also the mental, emotional and spiritual. They exercise their mind by reading and other kinds of education. They enjoy problem solving to stay sharp. They exercise emotionally through self-reflection and awareness and by listening to others with genuine empathy. Spiritually, they exercise through meditation, prayer or reflection.
Covey tells us there are no shortcuts… you must have a deep character and personality strength and the only place to begin is within Yourself.
Chapter 9 “Principle –Centered Power”
While most discussions center around the theories of “great man”, “personality” and “behavioral” theories, real leadership comes from honorable character and the powerful tools of principles.
There are three types of power. Coercive power is grounded in fear. The leader fears he won’t get compliance if he doesn’t scare them into it…”big stick” approach. While it may seem to work in the short-term, it isn’t really effective because the fear dissipates when the leader or the controlling system is gone. Often times it will have the opposite effect because fear mobilizes followers resist. Utility Power is based on a sense of equity and fairness. Followers follow because it is seen as functional…it gives followers access to what the leader controls such as position, charisma or expertise. Usually it is a positive power, but still reactive in nature. Principle-centered leadership, while rare is the mark of quality, distinction, and excellence. There is mutual honor because the leaders honors the followers and the followers honor the leader and want to be a part of what is being created. It is highly sustainable because they the values of the leader and the followers overlap and are encompassed in a larger purpose. Control is apparent, but the control is not external, it is internal in the form of self-control. Principle-centered leaders are seen as honorable, trustworthy communicative and inspiring. They understand they don’t need to have all the answers and welcome the contribution of others to solve problems and come up with the answer….they also love to share the credit.
Chapter 10 “Clearing Communication Lines”
Covey explains that perception problems are the root of most communication problems. Each person sees the world from their unique perspective and assumes that is the “right” way of seeing without understanding that theirs is subjective perception and the other person is operating from their unique perceptive as well. In a nutshell, when you think and act as if YOU are right, anyone who doesn’t see it your way has to be labeled as WRONG! Covey says that that most credibility problems can be solved, resulting in an opening in the lines of communication, if as Principle-Centered Leaders we:
· Assume Good Faith-don’t question the other person’s sincerity or sanity.
· Let the other person know you care about the relationship and want to resolve the difference.
· Be open to positive influence and be prepared to change.
· Listen with the intention of learning and understanding.
· Speak to be understood.
· Use a common point to begin the conversation and connect and then move to area(s) of disagreement.
This is a comprehensive guide to becoming a Principle-Centered Leader, not only in business, but in Life. It clearly explains why it is important, lays out the groundwork for achieving it and creates visuals and stories to make the work interesting and doable. I give it a 5 Star rating not only for business, but for anyone interested in achieving better relationships, with yourself and others!
