Leadership is about recognizing that people are people, and identifying what people need — not just what work is needed, but what people need to be able to do the work. That’s why leadership has to be rooted in empathy.
I’m a big believer in the idea that you don’t have to be in charge to make change: influential leadership with or without formal authority can accomplish a lot. You can still manage transition, support people in growth (including building room and support for empowerment and autonomy), set clear expectations, and hold people accountable to agreed-upon processes.
I’m a trained Scrum Master, and an experienced manager, including working with multiple groups and multiple sites. My management style is focused on building autonomous, effective, and efficient teams through clear expectation-setting, direct communication, and tactical training.
Below is a case study about influential leadership without direct authority. (I wrote more about this scenario here.)
This deck explains a bit more about what I mean when I say that leadership is about managing transition (transition of product, of organization — essentially, change management as a concept expanded into a much broader application). (I wrote more about this concept here.)
This map represents my thinking about the interconnectedness of these concepts. click on the darker colored shapes to read more of my writing.