Job, in India, as in many other parts of the world, is still an economic phenomenon. Most people, irrespective of their socio-economic backgrounds, look at jobs as a means of earning livelihood. There is a tendency of making career choices based on the earning potential of a profession not necessarily based on the interest or talent. There is also a social status attached to jobs. Sadly professional choices are based mostly on bottom & middle of the pyramid thinking (money, survival, recognition, growth) not top of the pyramid thinking (calling, ennobling purpose, meaning etc).
With economics in mind, leaders tend to only deliver transactional leadership. Their risk taking is low, need for safety high, need for control acute and focus is only short term. Saving their job or maintaining employability is more important to them. While it ensures a steady 10-15% growth pa, most of them fail to set examples of inspirational leadership. At best they become `nice bosses’. They have successful careers but they don’t touch too many hearts to compel people out of their comfort zones to achieve something extra ordinary and meaningful or not many leaders have the courage join a fledgling business and turn it around.
Since leadership is a journey inside-out, it would be really necessary for leaders who are still mired in the bottom of the pyramid thinking to life themselves up to the higher places. They may have to challenge their insecurities, fear of failure and so on. Self is the only tool a leader has, advocates Kouzes and Posner. So leader’s identity determines how he holds the role. If they are to create a positive impact, think big, connect the dots, inspire stakeholders, drive superlative performance and so on, they need to be operating from a place of self-efficacy. Self efficacy is typically an outcome of healthy self-esteem, high competence and conviction.
It is imperative for leadership programs to also touch upon these aspects of leader’s inner world
