Stever Robbins (one of my favorite authors) wrote an article entitled “The “Pull Leadership” Manifesto“, in describing the difference between push and pull leadership he says:
“Maybe it’s because we use a whacked-out definition of leadership. “Leader” has become code for “rich guy with an impressive title who orders others around.” But leading by giving orders left and right with no accountability doesn’t work. We’re living in a world of low loyalty, high mobility, and extreme uncertainty. “Push” leadership will push people right out the door. We need leaders who inspire others to follow, who engender loyalty. We need leaders who practice “pull” leadership.”
Sterver goes on to describe pull leadership as follows:
- Pull leaders don’t give orders; they create social systems that inspire people to join.
- Pull leaders take responsibility for the success of their organization and their people. Responsibility isn’t given; it’s taken.
- Pull leaders believe that success of the organization is their responsibility, no matter what their job titles are.
- Pull leaders work to become attractive to others. In taking responsibility, pull leaders realize their greatest tool is themselves. So they work hard at perfecting that tool!
- Pull leaders work on their interpersonal skills. They get their own lives in order, knowing full well that if they aren’t successful in their own lives, they don’t have the emotional well to draw from to be there for their people
- Pull leaders align and inspire with values. Values are the second most powerful force for bringing people together to achieve great things. Pull leaders know their own values, and demonstrate them when they act. What matters to pull leaders are their values in action.
- Pull leaders are stewards of their organizations and employees. Stewardship is a key element of pull leaders. A steward is a caretaker of another’s property.
- Pull leaders architect their social and organizational space. Pull leaders don’t just let space and culture happen. They actively shape the environment in which people act.
- Pull leadership isn’t easy. Not many leaders practice pull leadership because, at its heart, it’s about recognizing that the leader isn’t perfect, and that an organization’s power comes from everyone who comprises it.
Technorati Tags: Management, Personal Leadership, Leadership
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{ 2 comments… read them below or add one }
Hi,
I’m student studying Business Management in College level and have got a hold of an A4 sheet containing comparison of “PULL” and “PUSH” styles of leaders vs managers and at the end of the sheet it is been indicated that the source is Tjosvold (1993).
This is of course in context of Customer Service, I have tried to actually find this book or research so that I can use in an assignment and have the proper reference as well but so far, have not succeeded to allocate where in Tjosvold (1993) it come from.
Can you please help me with referencing this? Thank you.
Hanad
I have not come across any leadership material from Tjosvold (1993). I suggest that you reference the Harvard article which mentions push and pull leadership as per this post.