Last week we talked about qualities and characteristics that make up a good leader. Today we took that list and applied it to a situation. How do leaders take the skills they have to solve a problem? Presented with the question of "how do you go about changing a university's energy source from coal to gas?", we outlined the steps to take to solve the problem. Some of the most important steps were defining the problem and communication. When looking at a topic, you have to know exactly what the problem is; what exactly are the issues that the solution will deal with. In this case the problem was generally about energy consumption and that makes it an economical issue--how will we finance this change? an operational issue--what needs to be built for the new system, how will that be built? an environmental issue--how is this change going to affect the environment, what are the pros and cons?
But the other important part of developing a solution to a problem is communication. You, as a leader, have to communicate with all of the parties involved, not only to make sure that their voice is heard, but to explain to them the decisions being made. Communication is a step that does not occur once in this process--it happens all of the time. One time communication is very important is in the defining of the problems and the generating of ideas for solutions. Here is the point where groups of all different kinds come to university leaders and make arguments for this solution or that solution. Some come in making demands while others are ready to have a discussion about those solutions.
The difference between the two groups in my opinion is not passion but rather effective leadership skills. Both groups want to see changes made and they have their reasons for wanting those changes. But the group that comes in with a list of demands saying "make these changes or else" is very easy to dismiss completely because they are not willing to compromise. The group that comes in prepared for a discussion still has the same passion as the first group--they want to see their changes made, but this group is willing to talk about it. This group understands that while not all of their ideas will be accepted, they will be happy to have at least some of their ideas heard. And maybe if they make a strong enough case and are willing to compromise in another area, they can add another change or two to the solution. It is not the level of passion that distinguishes these groups from one another, but rather the way these groups go about expressing their passion when solutions are being discussed.
But the other important part of developing a solution to a problem is communication. You, as a leader, have to communicate with all of the parties involved, not only to make sure that their voice is heard, but to explain to them the decisions being made. Communication is a step that does not occur once in this process--it happens all of the time. One time communication is very important is in the defining of the problems and the generating of ideas for solutions. Here is the point where groups of all different kinds come to university leaders and make arguments for this solution or that solution. Some come in making demands while others are ready to have a discussion about those solutions.
The difference between the two groups in my opinion is not passion but rather effective leadership skills. Both groups want to see changes made and they have their reasons for wanting those changes. But the group that comes in with a list of demands saying "make these changes or else" is very easy to dismiss completely because they are not willing to compromise. The group that comes in prepared for a discussion still has the same passion as the first group--they want to see their changes made, but this group is willing to talk about it. This group understands that while not all of their ideas will be accepted, they will be happy to have at least some of their ideas heard. And maybe if they make a strong enough case and are willing to compromise in another area, they can add another change or two to the solution. It is not the level of passion that distinguishes these groups from one another, but rather the way these groups go about expressing their passion when solutions are being discussed.
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