WHEN A LEADER IS ABSENT

• October 19, 2023
• Adrienne Botha
• no comments

The concept of an absent leader is interesting as it denotes not only an act of not being at work but indicates that the term ‘absence’ has different connotations. There is a positive correlation between presence and results. Presence requires more than being present, as this paper will reflect. This requires leaders to lead with purpose, passion, and presence.

I believe the fundamental difference between an absent vs. a present leader is one of purpose and presence, which guides the company into success. A leader can be present and absent at the same time. Purpose is the ability to determine your end before the process starts – it requires vision and foresight to determine your success. Thought precedes action.

Being ‘absent’ at work denotes a lack of ability to lead whilst you are present, but your presence, or contribution, is lacking. This attitude manifests in a leader not leading the team with direction, authenticity or meaning. Their persona is usually that of somebody who is not driven by a culture of constant self-learning or growth. They are happy with their life and what they have achieved – until something drastic happens to change their complacency. A present leader always contributes positively to the business and is not complacent with the status quo – he or she is always realigning goals to their vision. Similarly, one can be absent from themselves, from their life.

We can be absent when reading a report, attending meetings or with our contribution to the business. Complacency replaces eagerness and enthusiasm which hinders progress.

I have worked with the best and the worst leaders and conclude that my personal interpretation of the worst leaders are those who are absent. They “do not know what they do not know” and exhibit no interest in changing their perception. They exhibit a fear of change and of not trusting others to conduct change on their behalf. They are usually stuck in old habits and stagnant relationships.

I worked with an absent leader who, in his former days, was extraordinary in his field.  He had the most incredible mind and foresight which enabled him to pioneer a business model in the manufacturing environment in the 1980’s. He had no formal education but was a superb entrepreneur. Being the only partner in the business, he did not have a succession plan and the day that he became irreversibly ill, was the day that his business suffered. The team who had worked with him for an average of thirty years each, became his biggest encumbrance.  He was complacent with the status quo and did not see the necessity to succession plan or to keep abreast of technology and competition. Sadly, the business suffered immeasurably as a result thereof. The financial results were not desirable, as a result he was unable to sell the business. It is unfortunate that he suffered from a stubborn mindset and therefore did not believe that anybody else could step into his shoes. His ego and selfish attitude led to his downfall. He was his own worst enemy and ran out of time to try and rectify the situation. I refer to the word ‘sad’ because his family could have inherited a company that I valued at around R500 mill.

Leaders who suffer from the absent scenario tend to suffer a condition called “complacency.”  This results in incorrect business practices, lack of control and certainly no sustainable growth. Complacency leads to an attitude of inward focus instead of exhibiting an outward focus which requires insight to be competitive. If you are an absent leader, your staff will likely also be absent.  

When I suggest transformation in a business, and in circumstances where complacency is present, I engage the services of a life or leadership coach to work with the owner while I “turn his traditional thinking upside down”.

In stark contrast are the leadership traits of a leader who is present and who has presence. This is a leader who is open to innovation, challenge, and change. Somebody who wants to get the most out of life, who believes in constant progression and learning and who achieves greatly. It is a person who similarly encourages his team to learn and grow. I am fortunate to have worked with a few exemplary leaders during my career, and in line with my brand promise to you, I will provide you with an example of superb leadership.

My memories are of my leader coming to my office with a team of Investec Bankers. The standard practice was a monthly review of results and quarterly face-to-face meetings. The bankers wished to extend their congratulations to me for the results achieved and asked for details regarding the “how.”  Apparently, we were the best performing company delivering constant results on their portfolio.  More than the congratulations, however, was the display of gratitude. The exhilaration and awesome atmosphere that permeated the office was incredible.  Not only the bankers but my leader was smiling, laughing, and beaming from ear to ear – high fives and hugs were in abundance that day! My leader was so proud of me, that it made all the long hours, personal sacrifice, and commitment worthwhile. Unfortunately, the pressures of managing a diversified business model resulted in me being an absent mother. Presence stimulates relationships and the importance of this never be disregarded.

This leader was successful because he had an absolute and unwavering presence in the business. He directed his business and his personal life with purpose. My preferred choice of a leader is someone who knows how to manage personal vs. business relationships and manages to draw a distinct and respectful line between the two. He was not perceived as being a ‘soft’ leader. In fact, there was an element of toughness about him. He was dynamic, goal driven, required perfection in customer service, and was not afraid to voice his dissatisfaction or opinion. But when he did speak, his contribution was on point, innovative and ahead of the curve. I wanted to be in his presence.

Staff were inclined to feel intimidated by his presence, which manifested in a change of their personality when he was present. They were inclined to say things that they thought he wanted to hear. But he was too smart for those tactics. Staff who were intimidated by him were usually those whose performance was not optimal. You manage this type of leader by achieving results. The fundamental difference between this leader and many others is that he was open to transformation. He allowed me to break down traditional departmental silos and to fundamentally change the transactional and control model of the business.

Years later staff members who left the organization spoke fondly about the success and wins. The long hours, IT challenges, travelling and stressful environment are not part of their memory bank. Being part of a winning team are their fondest memories.

I believe that an important motivation to anybody is results. People generally want to feel proud of their accomplishments.  Compare the scenario with parents present at a sporting event in which their child is participating. They are supportive and excited and encourage their child to do their best. They lay the foundation for excellence. Leaders should show the same support and encouragement to their staff.

You can fundamentally change the culture of your business by achieving results. People need a present, positive, productive, purposeful, and powerful leader. Focus on being a leader with ‘presence’ and powerful things start to happen. You are the sum of your presence and results. Have a purpose for everything you do and make dreams a reality.

Thank you for reading this blog. Stay tuned for more insightful discussions on boosting your business’s success. Join us next week, and let’s keep growing together!