I constantly hear leaders complaining about others in the culture that they lead and focusing on how to change the behaviors of others in order to change the outcomes.

The leadership methodologies that I support and champion are Transformational Leadership and Bowen Family Systems. The synergy in those two separate methodologies is about the leader changing self.

In Bowen Systems, when the leader changes, others in the culture respond.

In Transformational Leadership, the leader sets the bar and models what they want to see in others.

When the musical conductor does not get the intended results, he or she looks into the mirror for the answer. If the orchestra or choir respects the conductor, then they perform as the conductor intends. If the conductor is not respected, the ensemble performs exactly as the conductor directs.

In the military, if the platoon does not respect the platoon leader, that leader is likely to get shot in the back in combat.

How many leaders in organizations get shot in the back on a regular basis…and they don’t even realize that it’s happened?

The first priority for the Transformational Leader is to transform themselves. Organizational transformation then follows.

By the way, it's time to start that transformation if it’s not already underway.