Leaders made in Singapore

Think of great leaders and we often think of strong people who are highly visible or great orators or action figures. Some might recall Russell Crowe in the opening scene of Gladiator… “On my command, unleash hell! ”

In business, I think great leaders are just as likely to be understated, quiet and unassuming.
I was reminded of this fact recently, when I had to contact an old friend. We were previously work colleagues many years back.

I recall at review time each year, it would appear he had not stood out in any dramatic way and might not be rewarded in the review process or elevated in rank, but he was already a manager and his team was performing very well.

This was exactly his strength, the people in his team looked upon him as a great leader, there to help them when they needed and happy to step back and let them have the recognition when goals were achieved.

When we caught up, after many years, I was pleased to hear that my friend was still practicing this philosophy, of letting junior managers and staff, stretch themselves into roles which might be new or beyond their existing capability yet staying very aware and vigilant to step in if the need arise, with either a helping hand, a word of encouragement, or to coach them to recovery if the experiment failed.

We need to look back a little earlier for clues about this type of leader. The person in question excelled in his National Service in Singapore. He achieved a rank of some importance, which was by way of merit.

Once he was in the world of commerce his leadership abilities could be applied, intuitively yet quietly. People under his management seemed to give respect quickly and without question (perhaps they knew his NS rank – but he never made any fuss to tell people of his NS days).

Respect was reinforced rather as children respect a father who helps them to take steps on their own – by letting them achieve rather than forcing them (or worse, giving them unrealistic demands).

Recognition of merit and encouragement to develop people are two of the most vital processes for successful companies. We know from studies that people enjoy their working life when they gain recognition and advancement from learning.

Strong leaders will know this and practice it but they will still need resources and investment for learning & development. Managers themselves can be coached in the skills of leadership.

It is not lottery, to hope that leaders will emerge, whether in the armed services or in business.

It is a process which can be understood and systematically applied. Leaders look for interest and potential in people, then encourage them to grow individually and within the team.

When the time is right the leader is ready to step up and in turn these leaders will foster a new generation of leaders.

As my friend told me; leadership renewal is about stepping out of the limelight and watching the next generation shine.  

Ron Graham, Managing Director of Media On The Go and Senior Consultant with Wentworth People 
Email Address: ron@mediaonthego.com.sg