Comments (4)
  1. Natalie (reply)

    March 15, 2017 at 1:22 pm

    Best vlog yet. Thank you for sharing these insights. I always tell my team empowerment is taken not given!! Go out and figure out how to empower yourself with the information you need today!! Good stuff.

    • Rob McCleland (reply)

      March 15, 2017 at 8:29 pm

      That just proves what a great boss you are, Natalie! The ones who learn to get clarity and the empowerment they need are happier AND more appreciated by their employers. I’m afraid so many of the younger people today are going to miss out by sitting back and saying, “Tell me what to do, then show me how to do it.” Thanks for your kind remarks. I hope you download the 6 Fog-cutter Questions.

  2. Bill Hartley (reply)

    March 16, 2017 at 12:27 pm

    Good stuff, Rob!

    Interesting … in a church context, it is often perceived as a mark of a good “follower” that you don’t reach up and rattle the leaders’ cage. You’re to sit back, humbly, and work with whatever you’ve got. If it’s a lack of empowerment and clarity, you just do your best. Trying to reconcile in my mind the balance of humility and the proactive pursuit of what I need to succeed.

    Follow up question: What if, in seeking clarity, you find that those above you don’t really have it? I know … that probably spells doom for that organization (!), but what could/should be done by the clarity-seeker to help foster a climate where such things can be discussed, and clarity can be determined?

    Glad I found Leader Tribe. Looking forward to learning more!


    • Rob McCleland (reply)

      March 16, 2017 at 3:59 pm

      Great questions, Bill. (And it’s great to be connected again!)

      In the church context your pursuit of clarity with the expected humility might look different: “I’m trying to ensure I’m serving you best and that this will serve you well with others… I have a couple of questions I’d like you to consider; we can talk about this more next week if that works well for you.”

      If the leaders above you don’t have clarity AND are not more likely to pursue as a result of your inquiry–that is a challenging scenario. Trying to help them save face as they are confronted with their leadership deficits, I’d likely take the following approach: I’m certain that you’ve thought about these getting more clarity in the past related to our overall direction and the individual roles it would take to be successful. And while I’m certain we don’t have all the answers, I was wondering if I could but together a series of questions that might help us gain more clarity by the fall when we launch new programs. Would that be a good idea? You’re going to hear, “What types of questions?” I’d be ready with an innocuous question or two for example sake, but save the questions that have the potential to be controversial.

      Does that help?

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