Have you ever noticed that
once someone reaches a certain point on the organizational chart they develop a
following?
I’m not talking about
professionals that chose to support someone they believe possesses the aptitude
and skills to be a fine leader. I’m
talking about groupies.
“Groupie” careers revolve
around their leader’s actions and moods.
Groupies become attuned to
the leader’s signals and use valuable business effort decoding his or her
intentions and sharing that analysis with others.
If there are groupies on
the leadership team, they can be dangerous filters that prevent you, as the
leader, from hearing objective views of what’s happening in your organization.
They can also foster an “in”
versus “out” class system – a lot like high school!
Does this sound familiar?
Are you doing anything to
encourage or reward groupie behavior?
Why?
Tim –
I know exactly what you mean. I’m certainly not an advocate of being rude or insensitive, but some require just a little too much sugar for my taste!!!
Thanks for coming by!!
Ann
Great reminder about the dangers of certain relationships, Ann.
There are so-called professionals whom I will not engage because they are “naked emperors in suits” and have surrounded themselves with the very groupies you mention. If they ask for my opinion, I generally have to temper it with numerous caveats to make it digestable for them.
As always, excellent post.
Hi Blaine!
You’re absolutely right. Depending on the stability (and ego) of the leader, groupies can be VERY damaging!
Ann
Insightful post, Ann. It sounds all too familiar.
Another risk is that leaders can be fooled into thinking the feedback they get from groupies is representative of the views of others. This can lead to a distorted understanding of attitudes and perceptions.
While a groupie’s loyalty is appreciated, the support of colleagues who will provide objective feedback is much more valuable.