We’ve All Heard of Role Modeling

Role modeling is easy in leadership.

Role modeling is often touted as the easiest way for leaders to lead teams, lead initiatives, and lead others toward goals and outcomes.

Just do what the right thing is, and then other people will see you doing it (social cueing) and will automatically do that thing (social proofing).

And then, of course, magically, the workplace will change.

The ease of role modeling has even been commodified into our culture.

“Just do it,” right?

…Except, There’s a Minor Problem…

The problem with role-modeling, if we’re honest, is the fact of other people.

Other people have their own motivations, motives, and intentions. They have their own desires, appetites, and needs.

And very often role modeling doesn’t address any of that, because role modeling is always an external act; whereas, the behaviors a leader seeks to change are always internal to individuals.

It’s a minor problem, indeed.

If Not Role Modeling, Then What do We Do?

Leaders lead. That’s the nature of leadership and the fact of being a leader.

But expecting that other people will do as you are doing as a leader, might just be creating an internal environment in you as a leader, that will raise fake expectations.

Or, at least, creating internal environments where you will always be frustrated as a leader, because “they” aren’t following your lead.

Give Me Something I Can Use!

Here’s a tip: lead by example but change your expectations of your followers. Expect them to follow the smallest possible example that works for them.

And then, ask them this question: What am I doing in my leadership that you can see yourself replicating?

Then write down the answer, and double down on that.

Where Can I Get More Information?

Get more tips on how to navigate the hairy world of leadership by ordering My Boss Doesn’t Care, the latest book from Jesan Sorrells, today!