It sounds so easy. Lead by example.
We can’t expect others to do something we don’t do ourselves. This applies to any aspect of our lives.
- If we aren’t punctual, we can’t expect others to be.
- If we expect others to pick up their shoes around the house, then we need to pick up our own.
- If we want people to comment on our blog, we need to comment on other people’s blogs.
You get the point. Employees will take responsibility for their actions when they see managers taking responsibility for theirs. If managers do nothing but blamestorming, employees will do the same.
I see it over and over. Managers disciplining employees for something they don’t do themselves. For example, how do you tell an employee they can’t come to work late 
when their manager shows up late all the time? Or coaching an employee because a company communication fell apart, when it was the manager who initially created the confusion? “Do as I say; not as I do” isn’t a management philosophy.
Think of the impact something so simple as leading by example could have on a workplace. If everyone would just do those things they expect from others.
I wonder if everyone practiced leading by example what kind of impact it would have on a company. I say, let’s find out.
Image – The Center for Creative Leadership – courtesy of Cooleye
Kevin W. Grossman says
Here, here. Mark Hurd should’ve heeded this call to action.
Mary Jo Asmus says
It is unfortunate that many leaders do not see the actions in themselves that frustrate them in others. This problem is further compounded by organizational cultures or individuals who are averse to feedback. Try telling your manager that you wish they were on time for meetings. Not easy, and I wish you luck with that!
Wally Bock says
Excellent points, Bartender. When you become the boss, the people on your team pay attention to what you do. Whether you want to or not, you are leading by example. You choice is what example you’re going to lead by.
Sharlyn Lauby says
@Kevin – Thanks for commenting. I’m sure there will be a flood of “What we learned…” posts coming out of the Mark Hurd incident.
@Mary Jo – Agreed. It’s tough to give your boss feedback. Managers need to get comfortable asking for it.
@Wally – Reminds me of celebrities and sports figures who get into trouble and say “I never wanted to be a role model.” It’s too late…you already are. Thanks for commenting!
Michael VanDervort says
Sharlyn – I like this post. The point is a simeple one that often gets overlooked, just like I often overlook the need to pick up my own shoes!
Mark Hurd – almost certainly will prompt a lot of comment from people who never met the guy. Personally, I am going to practice abstinence.
evilcatbert says
If you read military history, the best generals (whom the men would eagerly follow into combat) were the one’s who led from the front and were the last into their tents. They made sure their troops were housed and fed before they retired to their own dinner and cot. That demonstrates leadership. Focusing on the perks of management instead of the responsiblities encourages others to follow you but not in a good way. Thanks for the reminder of what leadership is and should be about.
Ginger says
I LOVE this post! Those three points really hit home for me. My husband’s lack of punctuality drives me crazy (respect others’ time!), my shoes laying around the house drive my husband crazy. And I am always wishing more people would comment on my blogs – haha!
I like what @evilcatbert said – about the characteristics of the best generals. It only makes sense – you want to help/work for those who respect you, and show you consideration.
Sharlyn Lauby says
@Michael – Thanks for the comment. I’m all for simplicity.
@EvilCatbert – I’m a big fan of servant leadership – taking care of others first. Thanks for sharing!
@Ginger – Many thanks for joining the conversation. It’s amazing the lessons we can learn from the military.
Jeff Williams says
Great point! Leaders who lead by example gain the respect and trust of their teams. This is such a simple concept. Why do so many fail in this? By the way…maybe I answer my own question here…I told my son to clean his room today…then I walked in my office…Yikes! Thanks for the reminder!
James | Employee Scheduling Software says
I love when I see managers and supervisors with a broom/mop in their hand helping out, instead of sitting in the back office. Someone like this gets much more respected in ways that pay off big when they ever need things. Treat humans as humans, do what is right, not what you think your “title” is.
Sharlyn Lauby says
Thanks so much for the comments! When I worked in the hotel industry, the management team would occasionally help clean rooms or set chairs to accommodate guests. You have to be willing to do the work – focusing on the needs of the customer can bring the team together.
Pat says
This reminds me when I was managing a team of fellow interns during my first internship and how I learned leading by example shouldn’t be the only management style used.
The way my internship was set up had each intern (4 of us total) become a team lead for one project during the course of the internship. I would go out of my way to help and make sure the other interns, when they were a team lead, got what they requested of me. I expected the same follow through and help when it came to my project… which didn’t really happen.
I later was told by my boss that I was being too lenient with my team, letting them turn in parts later then I planned or allowing myself to step in to complete the task they were assigned to often.
It’s a bit unfortunate, but I was a naive student then and I’ve learned that while being a nice and helpful guy, you need to know when to throw down the hammer and get your team in gear. And just because you put in the extra effort for them, doesn’t mean they’ll do the same for you.
(That was a bit of a indirect lead by example, but still feel it applies.)
Sharlyn Lauby says
Love the story Pat. Thanks for sharing!
Pat says
Not a problem, glad to share it. 🙂
Guy Farmer says
Great message Sharlyn. It’s so valuable for leaders to realize that their employees are watching what they do, not what they say. Leaders can create significant changes in employee morale and motivation by modeling positive and kind behaviors in the workplace. For example, if they communicate well as leaders, their employees are more likely to take them seriously when they talk about the importance of communication or the need for training.