I know this is nerdy, but I was watching Green Lantern with my son over the holiday.  In the movie the hero wrestles with his fear and sense of inadequacy in the face of the need for someone to "stand in the gap."  Being fearless, he finds, is not the mark of the hero, but the ability to rise above fear, defined as courage.

Perhaps this is a good way to end the old year and start the new.  To resolve to be courageous, in spite of fear. Too many who could be leaders are trapped in their fear, afraid to take the risk of acting on their conviction.  Too many fail to show courage, to rise above their fear and act.  As I have written before, everything rises and falls on leadership, and I see a connection between leadership and courage.  I think this is especially true for those who are followers of Jesus Christ.

It is not imperative that I live, but that I love - that in spite of fear (courage) I choose to love for the sake of Christ, and that I lead wherever my influence extends with integrity and faith.  In this way we become heroes, albeit without the green spandex or the ring.

Another year is coming to an end.  I had challenged myself to post more often in 2011 and didn't live up to my expectations in this respect. I have been leading two book studies over the last couple months that will extend into the new year.  One, on Switch by Dan and Chip Heath, has been interesting because its focus on change.  Part of those attending are on the phone and the rest are present in person.  The concepts of that book are so important - and so basic - that knowing and practicing them can truly make anyone more effective in their leadership style.  And yet in discussing and grappling with the concepts I see really smart people making the same mistakes over and over again.  Probably the most obvious is ignoring the importance of the emotional aspect of change.

The other book study is Online Enrollment Management, by James Dunn.  This is also a leadership book, but focused specifically on managing a process AND staff related to enrolling students in distance education courses.  Mr. Dunn does a thorough job in addressing the topic and the concepts are well laid out and challenge the way typical educational institutions (non-profits and public) think about and manage their online programs.  Again, part of those attending the study are in the room and part are on the phone.  I want the discussion to focus us on ways to broaden our perception.  I want us to see possibilities.

Leaders and Managers - a Symbiosis

Although this blog is about leadership, I have lately become aware of the sometimes narrow gap between leadership and supervision.  At one end, there is a great separation in that supervision is the tool which leads to the accomplishment of the vision (which comes from true leadership), at the other end, supervision is the tool which leads to the accomplishment of the vision.  If this sounds the same, you are right.  Without appropriate supervision, having great leadership is frustrating at best and pointless at worst.  Without leadership, supervision flounders in direction and accomplishment.  It is definitely a both/and proposition.

I've written a lot about leadership and will continue to do so, however, I want to take a moment to point out the importance of good supervision.  I would also like to suggest that what is often identified as a lack of leadership is more often a lack of appropriate supervision.  Supervisors know how to work with people to accomplish goals.  They know how to prioritize, delegate, be accountable and hold others accountable.  They have strong people skills and good organizational skills.  They can communicate AND listen  (this is really redundant since good communication always includes the ability to listen).  The accept responsibility and avoid blame and CYB behaviors.

If leadership is the track, then the supervisor is the "little engine that could."  They carry the weight of the organization and without them the organization is bogged down in inefficiencies and lack of focus.

So, while I am a firm believer that EVERYTHING rises and falls on Leadership, I recognize that sometimes that means appropriate supervision.  Don't denigrate the manager/supervisor because they are not the "leader."  Instead be thankful and encourage them in their role, for your organization rises and falls on their effectiveness just as much, or nearly so, as it does upon the leader.