The SPEAR Leadership Method

We are currently living in a very challenging time. Most countries have declared an emergency to flatten the curve of Covid-19 and most people are staying home. We cannot really say that business is as usual. This is unprecedented and uncharted territory. I reflected how things should be for organizations. How should leaders navigate through this difficult landscape?

My mind brought me back to better times when I was working for an amazing leader.



I handed this Luke Skywalker action figure to Bossman during one of his visits and said, “I thought it will be cool that you have your own action figure”. That’s just because he likes using Star Wars analogies to describe some organizational situations. Needless to say, he likes seeing himself as Luke Skywalker. As for me, I used to be R2D2 and as of late, BB-8.

Over at dinner we spoke about leadership. I shared my experiences being under difficult managers. He spoke about insecurities and the corporate world has forgotten how fallible we are to a point that we have become very unforgiving.

He asked me, “Do you ever remember when certain things that you built did not work and I shouted or breathed (profanities) down your throat?”

I replied, “Never”.

He continued, “Instead, the approach I used was very respectful. I would say – this or that didn’t quite work and I must have missed something. Can you have a look at it and fix it please?”

I nodded.

“In that tone and approach, you felt compelled to make it work. I always believed that no one wakes up in the morning wanting to do a bad job”, he said.

And out of no where, he said, “Think of SPEAR”.

Selection, Purpose, Enablement, Authority, Recognition.

Selection:
Picking the right people for the job and trusting them (fully) to get the job done.

Purpose:
Whenever needed give directions – what is the end game. Clear and achievable deliverables.

Enablement:
Give those you lead the tools, knowledge, and skills they need to excel in their job.

Authority:
Empower those you lead. Give them the authority to make decisions that they think and feel will get them to the goals.

Recognition:
Always giving credit where credit is due. Reward them for a job well done.

Bossman always believe in respecting everyone as unique individuals and when we all first started working for him, he took time to learn how best to interact with each of us and made it very clear how he like us working with him. That was the first thing he established with the team.

The world is filled with many incompetent “leaders and managers” who does not know better. Perhaps it was how they were “brought up” while climbing the corporate ladder. Their managers were cruel to them and they too become cruel managers. For some, it could be climbing the corporate ladder too fast without acquiring the skills needed to lead or manage.

It is always nice to have bossman visit every once in a while and pick his brain.

Two hours dinner and I learned about SPEAR…

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.