Which Business Leadership Style are You? Coach or Surgeon

jordanfowler@moonandowl.com For Business Leaders Leave a Comment

More leadership from Bobb Biehl. By the way, you should be grabbing all his content you can.

Transcript of Video

00:11
what is your natural leadership style
00:15
you might want to underline natural
00:18
because there’s a certain style you have
00:21
of leading today that may not be your
00:23
natural style at all I’d like to help
00:26
you discover what is your natural style
00:28
as compared to maybe what you’re using
00:31
and if you’re using your natural style
00:33
how do you maximize that but there are
00:36
basically only two styles of leading
00:38
that I’ve seen that I would distinguish
00:40
for you and all the leaders I’ve worked
00:43
with you get two basic styles and the
00:46
styles are these you’ve basically got a
00:50
surgeon style over here and a coaching
00:56
style over here and you may think well I
01:05
think I’m somewhere in between those as
01:07
I begin describing what they are or how
01:09
they work
01:09
you may think I’m sort of in-between I
01:12
say no you’re not you can operate in
01:14
between you may be forced or it may be
01:17
appropriate for you to operate in
01:18
between or you may be operating in
01:21
between because of someone you’ve
01:23
watched or modeled after but you are one
01:26
of the other I’ll help you see what you
01:28
are and how to maximize it
01:31
neither of these styles are good or bad
01:33
right or wrong they’re both we’ve had
01:36
you can have presidents of your nation
01:38
and either either side but they’re very
01:42
very different I’m not trying to teach
01:45
you to be one or the other
01:46
what I’m trying to do is help you
01:48
understand what you are and how to
01:50
maximize that and what some of the if
01:52
you will some of it may be the downsides
01:55
of your what you have to be aware of in
01:57
your style and sort of how to understand
02:01
the style of those that you report to if
02:03
any and those on your staff if you
02:05
report to it or your colleagues it just
02:08
helps you have eyes to see the important
02:12
role leadership style plays and how
02:15
effectively you can do
02:16
with a group of people by the way you
02:19
have experienced probably by this age
02:21
where you’ve got a pastor with a
02:24
leadership style when he leaves in comes
02:29
a second pastor with a totally different
02:31
leadership style and the whole staff is
02:33
gone or it’s like the whole the whole
02:36
it’s it’s a shock to the congregation
02:38
how this new person leads because it’s
02:40
totally different in an organization at
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church at corporation let me let me
02:48
explain what a what each of these how
02:51
they each operate a surgeon style leads
02:57
by doing this person leads by doing now
03:05
there was a surgeon leads in your life
03:08
by operating on you there are team
03:12
builders they’re both team builders both
03:15
a surgeon and the coach or team builders
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but they build teams very very
03:19
differently the surgeon builds a team
03:22
around his or her strengths there is the
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surgeon is there they’re the star player
03:29
that of the situation and they build a
03:31
surgical nurse an anesthesiologist etc
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they build a team around their strength
03:40
whereas the coach never puts on the
03:44
helmet or the cleats or the are they
03:47
uniform simply stands on the sidelines
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and make sure every net one else is
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doing what they’re supposed to do they
03:55
lead by directing
04:03
totally different now the surgeon is
04:06
like a plane coach sometimes in football
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you have if you’re familiar football
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sometimes you have a or a basketball
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even sometimes you if you’re short a
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coach and you get a good player the
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coach will actually play in the game
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they’ll actually play a part in the game
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that play a position and they’re the
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coach at the same time it’s like a plane
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coach they’ll build a team around their
04:36
unique strengths now let me show you
04:40
this if you give a surgeon style leader
04:44
a team of corporate vice presidents they
04:52
tend to see them as personal assistants
04:56
it’s like how do you operate around my
04:59
strength and so they will see all of
05:03
these people as sort of personal
05:06
assistants rather than the coaching
05:15
style who see if you if you give them
05:18
five personal assistants they will see
05:21
them as vice president so to speak
05:32
but talking about the surgeon right now
05:35
for a minute there is a keyword if you
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are a surgeon style leader there is a
05:45
certain word you really need to
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understand about yourself if you’re
05:49
reporting to a surgeon style leader you
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really need to understand this one word
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and that word is trust a surgeon style
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leader divides their entire staff and
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the people I trust I don’t trust and I
06:07
don’t know yet and they draw a line and
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that line is anyone below the trust line
06:15
meaning I trust them they abdicate what
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I mean by abdicate is that I had one
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client who saw people reporting directly
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to them but they only had reporting
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about once a year they didn’t have
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regular meetings that unit mean another
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name bill bright the founder of Campus
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Crusade for Christ and now name is Kru
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and he had a person reporting to him you
06:48
may know the name know the name Josh
06:50
McDowell
06:51
well Josh reported directly to Bill
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bright but here’s the way it would go at
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the annual conference he said Josh you
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remember you report directly to me right
06:59
yeah I do bill great see you next year
07:03
Dennis Rainey head of the family
07:05
ministry you report directly to me you
07:07
know that dentist yep see you next year
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you know it’s like that was all the
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reporting they did they he had basically
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abdicated them because he trusted them
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totally he simply gave it to them and
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said see you next year you may say how
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irresponsible I say part of the genius
07:27
of the movement is he chose people he
07:30
trusted and let him do it and if the
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whole thing grew now that’s not the only
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reason but it’s like there’s a certain
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sense in which he let them develop their
07:38
own organizations all of it’s still
07:43
reported to crew and pay the fee to crew
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I see it was that wrong I don’t think so
07:48
it was a stylistic judgment call with
07:53
people he trusted now some of you feel
07:58
very micro managed am i incorrect how
08:07
many in here feel like at some point in
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their life they’ve been micromanaged
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you know micromanagement is you’ve never
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been micromanaged wow that’s amazing
08:22
micromanagement is when someone tells
08:24
you exactly what to do everything
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everything to do and then they give you
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something doing then they tell you how
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to do it here’s what I want you do well
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here’s how to do micromanage now now
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that you understand sort of what it is
08:34
how many have been micromanaged is it
08:36
only three or four okay a little bit
08:39
more anyone that you’re reporting to
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where you’re not trusted there there’s
08:45
no trust up here you’re too new or they
08:48
don’t trust you they will this person
08:50
will micromanage you period this person
08:54
won’t tend to micromanage you at all
08:56
this person will always micromanage you
08:59
until they trust you but there’s a
09:03
there’s a certain phase in which it’ll
09:06
drive you crazy and that is the if the
09:10
surgeon style leader doesn’t know
09:12
whether they trust you or not right
09:14
there they’ll abdicate it to you and
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three days later will micromanage you
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and it drives you crazy you don’t know
09:22
whether they’re it’s yours or not
09:23
because they said it was yours but then
09:25
they’re telling you how to do it that is
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what really drives people crazy right
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there now the the surgeon style has
09:37
meetings as needed see you next year
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once I think it’s time to have a meeting
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they have meetings as needed and the
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assumption that the surgeon style leader
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makes is I’m strong enough that I can
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cover any mistakes the team makes
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therefore frankly I can hire weaker
10:03
people then this person would hire this
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person actually hires stronger people
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this person thinks I’m strong enough
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that if if they don’t know quite what to
10:16
do I’ll take over and get it done now
10:20
let’s talk about the coaching style the
10:22
coaching style is the sidelines coach
10:30
not the playing coach they stand on the
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sidelines and make sure that the team
10:35
has got what they need the uniforms the
10:37
plays etc they build the on-field team
10:43
not around their strengths but they
10:45
build the on team field
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on-field team they basically their focus
10:51
is delegation not abdication or
10:54
micromanagement their focus is
10:57
delegating properly balancing expertise
11:01
and freedom in other words they
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basically take people get them their
11:06
expertise right in here they get the
11:08
expert in each of these areas and give
11:10
them freedom to do what they’re going to
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do however they have regular meetings to
11:16
make sure it’s happening but it isn’t
11:18
micromanaging it’s simply reporting in
11:20
how’s it going what do you need from me
11:23
it’s a regular reporting process more
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and then but this person needs an all
11:31
green team this person you have some
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greens the surgeon has some greens some
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were yellow some Reds that they if they
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have to this person needs an all green
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team because they’re not going to put on
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the helmet and come play theirs if they
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don’t have the best strongest team on
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the field they know they’re not going to
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win the game so they need an all green
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team because I’m not coming on the field
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of play now you may think well who would
12:06
these people rather report to would they
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rather report to
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a coaching style leader or a surgeon
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style leader the coaching style says all
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right
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basically I’ll give it to you but if you
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don’t do it right I’ll fire you or I’ll
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yell at you and then fire you it’s
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basically the thing here it’s like it’s
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your job you get it done or I’ll yell at
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you and then I’ll fire you or I’ll fire
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you you’re not yellow I’ll fire you
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this person is their approach is more
12:40
you take it and if you can’t handle it
12:43
I’ll take over until we’re at a place
12:45
where you can handle it again then I
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give it back to you now you can function
12:56
in either style everyone room can
12:59
function either style but you don’t have
13:03
a preference for either style because
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what you do is you to see which style
13:09
you really prefer you look actually at
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your backup style you look at what do
13:16
you do under extreme pressure let me
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show you what each of these do under
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extreme pressure now I’d quickly point
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out if there is not extreme pressure if
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there’s just pressure both sides will
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try to coach the team there’s this
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person will coach the team before they
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really before it gets really extreme
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pressure and this person will coach the
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team meaning they’ll try to teach the
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team how to play it better etc like if
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you’re in the second quarter of the game
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at four quarters and you’re a little bit
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behind this head coach will call you up
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and say hey defensive coach you know you
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really need to do it this way or
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something like that but in the in the
14:00
end of the game when it’s the Super Bowl
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or it’s the World Cup or it’s that
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whatever it is and it’s the last minute
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or two and that’s going to decide the
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World Cup or the Super Bowl under
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extreme pressure you’ve got a hundred
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thousand fans cheering or during or
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booing and you got the ring and you got
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the cup and you got bonuses and you got
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everything on the line it’s a tie game
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and you’re down to the last two minutes
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these styles operate very differently
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basically if the defensive unit is
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caving in the defensive unit isn’t
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working and this person is leading the
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defensive coordinator this is the head
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coach it doesn’t get coaching it doesn’t
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get teaching it doesn’t get pretty the
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head coach comes to the defensive coach
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and says Wow coach I’m taking over
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hey Smith get in there it’s like he just
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takes over in the last two minutes how’s
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that wrong no it’s just that’s the style
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and you know if it’s you whether you
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take over or not but if you’re the
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coaching style you don’t take over
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you don’t take over the defense what you
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do is download the D fund that download
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the pressure you say look Smith if you
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can’t get your job to get this defense
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stopped if you can’t stop you haven’t
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got a job next year is that clear now
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get that defense stuff you’re hired you
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stop them not me now get them stop are
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you’re fired
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let’s get them stopped it’s like okay
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you know but I’m saying the the one
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takes over and the other one downloads
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the pressure now neither one of those is
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pretty but which do you do if it gets
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under extreme pressure which do you do
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that decides which of these is your
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preferred style I say as I said earlier
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you may be a coaching style forced to
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operate this way based on something or
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you may be a surgeon style forced to
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operate this way in your environment or
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based on the modeling you’ve seen or
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whatever but which is your natural style
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which do you do under extreme pressure
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that’s your natural style now how do you
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get comfortable saying all right you
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know what I’ve been trying to be you
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know play it like my dad played it or my
16:32
uncle played it or the first pastor I
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had played it
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enough of that I’m gonna leave the team
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the way lead teams if you’re over here
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you say you know what I’m gonna meet
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with these people once a week because
16:45
they need it and I’m not gonna ask these
16:47
people to come to meetings anymore for a
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while I’m gonna micromanage these people
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without being accused if people accuse
16:55
me of being a micromanager so be it I do
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micromanage sorry these people I’m going
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to tell them I don’t know yet whether
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you’re the right person for the job or
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not
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by the way let me stop right here and
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give you a word that’s a magic word and
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that it doesn’t sound like a magic word
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but it is it’s the word fit right here
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is the almost the word of the decade for
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me what I mean by that is this whenever
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you’re interviewing someone for a
17:30
position you don’t want to say am i
17:32
trying to hire this person you’re trying
17:33
to say what I’m trying to figure out is
17:35
this a good fit is this a good fit for
17:38
you he’s a good fit for us is it it is
17:41
is it fit because if you don’t fit here
17:43
we want to have you move your family
17:45
across the county clear across the
17:47
continent to work here only to find out
17:49
it isn’t a good fit when you go to fire
17:52
someone you say you know you’re an
17:55
amazing person you got tremendous
17:56
strengths but you know what it isn’t a
17:59
good fit for you here and I don’t want
18:02
to keep you in a position where it isn’t
18:03
a good fit that word fit helps in so
18:06
many areas you don’t want to lose track
18:08
of that because what you’re trying to do
18:10
is make sure that it’s a good fit for
18:11
every person on your team but you
18:17
basically say I’m trying to figure out
18:19
whether you’re the right fit right now
18:21
and I don’t know whether you know to
18:24
basically abdicate it to you or
18:25
micromanage you but right now you’re
18:28
gonna have to put up a little
18:29
micromanaging because I don’t know yet
18:31
over here you say you know what I’ve
18:35
been trying to do it this way trying to
18:37
take over if they fumble the ball or
18:40
whatever right now I’m going to start
18:42
moving to my natural style which is
18:44
finding the best person every position
18:46
leave a position empty
18:49
if I have to because better no one than
18:52
the wrong line this tends to say better
18:55
anyone then no one because better anyone
19:00
as long as they’re sort of qualified I
19:02
can fill in what they need this one
19:05
tends to say better no one than the
19:07
wrong one I say if this is you but you
19:13
get to where you’re comfortable saying
19:15
look I’m not gonna play the game now let
19:19
me say let me point this out in a small
19:21
church a small organization we’re just
19:23
getting started in a startup phase you
19:25
almost have to do it this way because
19:29
you don’t have people to put on the team
19:31
you have to sort of fill in and make do
19:33
and sort of run it there was if you’re
19:36
here by nature you can come over here
19:38
and just run it half yourself and all
19:40
that kind of stuff Phil you know for a
19:43
while to get it up and going but if this
19:47
is you starting today move toward you’ve
19:51
got these positions defined you get the
19:54
best person you can possibly get in here
19:57
you have your regular meetings you relax
19:59
with the fact that you’re not going to
20:01
suit up but you’re there to make sure
20:03
everyone else has the right suit the
20:07
great equipment the right plays they
20:10
understand it’s like the team is doing
20:12
what they’re supposed to do even though
20:14
you don’t do anything
20:24
you
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