Countdown to 250: Revolutionizing Your Leadership with the ‘Rule of Thirds’
Be courteous to all, but intimate with few, and let those few be well tried before you give them your confidence—true friendship is a plant of slow growth and must undergo and withstand the shocks of adversity before it is entitled to the appellation.
George Washington to his nephew, Bushrod Washington
*This Countdown to 250 series will examine the powerful role that early American Revolutionary leaders played in the 18th century—and the impact they can have on 21st century leadership development. As the 250th (“semiquincentennial”) anniversary of the U.S. Declaration of Independence draws closer, may all of us choose to positively impact those in our spheres of influence in revolutionary ways too.
Do you ever feel that, despite your best attempt to lead your organization, there’s always a group of colleagues or constituents who are dissatisfied with your endeavors? Or, even worse, are there a few disgruntled individuals who seem to be undermining you and your leadership team—even when you’re striving for their ultimate success?
If so, you are not alone. Indeed, history reveals that General George Washington experienced conflict amongst his own leaders. One of these men, General Charles Lee, routinely grumbled about Washington. This was especially surprising to those in the War Council since George Washington worked diligently to maintain unity, and he had even shown deference to Lee by renaming a fort after him (you can read more about this story in David McCullough’s Pulitzer Prize winning book 1776).
Charles Lee wasn’t the only one grousing. Congress was not always happy with Washington’s efforts, and neither were some of the troops. No doubt the fact that the Revolutionary War took eight years to win created many complaints among his constituents too!
The bottom line is that even two hundred and fifty years ago, leaders faced similar struggles to those we contend with today: battles inside and outside the organization we’re trying to serve. Unfortunately, this is a reality no matter where you are in your leadership journey—but embracing that truth may be the perfect place to begin revolutionizing your own leadership abilities.
At LEADon®, we explain this leadership conundrum in the Rule of Thirds. In essence, everyone who assumes a leadership position should expect to encounter the following three groups of people:
- Fans
- Followers
- Foes
Let’s begin our discussion by looking at the group of Corporate Family® members and customers/clients most of us would like to encounter. Whether personally or professionally, about one-third of the people in your care will support your leadership at any given time. Another third are genial, though perhaps not quite as committed to your decision-making, but will often simply go along to get along.
Now, let’s take a look at those ‘Foes’ who sometimes get more of our attention than supportive team members. Some in this final group are simply disgruntled, but others blatantly disregard or subvert directives. They can distract leaders from the real stars on the team, and they certainly tend to rob leaders of the joy that their role should bring (for more details on the Rule of Thirds, please read Chapter 3 of Revolutionary Leadership: Transcendent Lessons from the Life of George Washington by Wilke & Wilke).
Oh, and just to keep you on your toes, be aware that members of these groups can also switch allegiance at any time!
With these concepts in mind, what can you do to improve your own personal and professional leadership? At LEADon, we’d recommend the following:
- Accept that these groups are a reality of leadership.
- Address each group appropriately. Encourage your Fans and Followers (see our online course LEADing with a Culture of Appreciation®) while simultaneously setting sound benchmarks and providing accountability to those standards. Don’t be afraid to deal with anyone who refuses to meet benchmarks, including employees in the ‘Foes’ category. Meet with disgruntled team members to discover the source of their dissatisfaction. Simply discussing their concerns may move them to a different group, but for a few of them, it may be time to offer ‘free agency’ so they can find an organization that better meets their needs.
Like revolutionary leaders from the past, take charge of those who, whether they realize it or not, depend on your exceptional leadership. If the team at LEADon can assist you in these efforts, please contact us anytime at 858.592.0700 or at www.LEADonUniversity.com.
