The Gentle Art of Non-Doing Leadership

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Empowerment of Employees > Best Practices > The Gentle Art of Non-Doing Leadership

The Gentle Art of Non-Doing Leadership
Eric Garner, CEO, United Kingdom, Member
Leading others is more about following them than forcing them. Managing people without doing anything is a strange concept for some people who believe that, to get a group of people to work, you have to direct them, control them, and push them. But when you are pushing them in the wrong direction, and against the flow, it is like pushing a river upstream: it's hard work and will probably not succeed. The alternative is to let things happen by taking your foot off the pedal and going with the flow, working with the group's energy not against it. Here are 7 ways that you can practice managing by non-doing:
  1. ATTENTIVENESS: When you practice non-doing in any leadership role, it doesn't mean that you are doing nothing. It means you are still, quiet and attentive to what is going on. In the attentive state, you are aware of what is happening in the group without needing to judge it or put a name to it. As an observer, you can decide whether a struggling group need you to interven (...) Read more? Sign up for free

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  Example of leadership by Non-doing: Spanish Government
Angel Guevara, Strategy Consultant, Spain, Member
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  Catch'em Doing Something Right
Tom Wilson, HR Consultant, United States, Member
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  Non-doing Mistaken as no Directions
Mei Fern, Manager, Singapore, Member
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  Non-doing Leadership Isn't Really About not Doing Anything
Halima, Lecturer, Nigeria, Member
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  Yes, Managing by Non-Doing is Great: If...
Malvern Jones, CEO, Member
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  Conscious Stepping Back
Ben Smith, Manager, United Kingdom, Member
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  Non-Doing Leadership is Not Always Appropriate
ADAM MAYINGU, CEO, Tanzania, Member
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  Non-Doing Leadership is OK
Murty Magda Pane, Lecturer, Indonesia, Member
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  Non Doing Leadership as Strategic Doing
Noelle, Management Consultant, Member
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Empowerment of Employees
Summary
Forum
Empowerment Leadership
Why it's Important that Managers are Empowered
3 Risks of Giving Too Much Employee Empowerment
🔥Empowerment Through Graded Training for Entrustable Professional Activity (EPA)
Best Practices
The Gentle Art of Non-Doing Leadership
🥈Peter Block's Six Conversations
🥉4 Characteristics of Empowerment
Empowerment Requires Motivation!
The Objectives of Empowering Employees
Employee Empowerment versus Self Leadership
Empowerment Must Be Genuine and Noticeable
Empower Employees to Appraise Managers
Deepak Chopra's LEADERS Approach
Empowerment also decreases Attrition!


Empowerment of Employees
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