Taking Personal Responsibility- Going back to leadership basic
GUEST POST from Janet Sernack
I the principle of Taking Personal Responsibility when I attended a number of experiential workshops facilitated by Robert Kiyosaki, who is now well known globally as the successful entrepreneurial author of the “Rich Dad Poor Dad” book series. In the late 1980s, the concept simply involved taking personal responsibility for getting the results you get, even in challenging and problematic situations. This principle has since evolved as the most crucial foundation for developing our emotionally intelligent, conscious, and transformational leadership capabilities. Largely through focusing on the development of self-awareness and self-regulation skillsets, we can use our leadership skills to thrive in times of extreme uncertainty.
Blaming, justifying, and denying
Taking personal responsibility involves encouraging people to step up and out of blaming themselves or others, out of justifying their position or denying what is really going on to largely avoid the cognitive, emotional, and visceral results of their actions.
These are essentially unconscious defensive reactions to the problem or situation. So it sounds quite simple, yet even now, it’s still largely a countercultural principle and a neurologically challenging one, because we are wired to survive (through the fight-or-flight response) in the face of what we perceive as danger.
Many of us are living in an oppositional blaming and shaming political environment, or within a passively or aggressively defensive organisational culture. Where a large section of the community, has been forced by the constraints of the pandemic, into fearing that their security and survival needs will not be met. Alternately, the “Great Resignation” and the nature of the virtual hybrid workplace have increased some people’s fears about even being able to get their jobs done!
All of this creates distorted thoughts and language that focus on “scarcity” where many people fear that they are not “enough” and cannot deal with their current circumstances. As there is no clear playbook about how people can effectively and responsibly lead and manage in this unique 21st-century context, many people are floundering, languishing into largely emotionally overwhelmed states.
Where it is easier, and sometimes safer, to be a victim, blaming and shaming others for their situation, it is instead better to flex our leadership muscles.
Back to Leadership Basics
Yet, it is more important than ever, for leaders and managers to help people develop the conscious leadership to:
Take ownership of their consequences and be responsible for the emotional, cognitive, and visceral results of their actions,
Authentically connect, empower, and enable people and communities,
Provide safe, transparent, trusted environments and interdependence where people can dare to think differently and potentially thrive.
This means that the range of crises, uncertainty, and disruptions we are experiencing now is forcing us to go back to basic management and leadership principles.
McKinsey & Co’s recent article “A Leaders Guide – communicating with teams, stakeholders and communities during Covid 19” states: “Crises come in different intensities. As a ‘landscape-scale’ event, the coronavirus has created great uncertainty, elevated stress and anxiety, and prompted tunnel vision, in which people focus only on the present rather than toward the future. During such a crisis, when information is unavailable or inconsistent, and when people feel unsure about what they know (or anyone knows), behavioural science points to an increased human desire for transparency, guidance, and making sense out of what has happened”.
The Maturity Continuum – shifting to I and We
The principle of taking personal responsibility has evolved and been enhanced significantly through the work of Steve Covey in the “Seven Habits of Effective People” and provides the core foundations for transformational and conscious leadership through the “Maturity Continuum”:
Dependence is the paradigm of you – you take care of me; you come through for me; you didn’t come through for me; I blame you for the results. Dependent and approval-seeking people need others to get what they want.
Independence is the paradigm of I – I can do it; I am responsible; I am self-reliant; I can choose. Independent people get what they want through their own efforts.
Interdependence is the paradigm of we – we can do it; we can cooperate; we can combine our talents and abilities and create something greater together. Interdependent people combine their efforts with the efforts of others to achieve their greatest success.
Putting the maturity continuum to work
In the early 2000s, I was an associate of Corporate Vision, Australia’s first culture change and transformation consultancy. They are now the globally successful Walking the Talk organisation.
Where every culture, leadership, team development, or change program we designed and presented, introduced taking personal responsibility, as a fundamental, core learning principle. Aligning it with the principle of “For things to change first I must change”, which deeply challenged and disrupted people’s belief systems, habitual mindsets, thinking styles, and ways of acting.
As a seasoned coach of twenty years, these two core principles seem to still profoundly challenge the majority of my coaching clients across the world, no matter how senior their role or position is, or how knowledgeable, skilled, and experienced they are!
Where many managers and leaders have failed to self-regulate, lack self-awareness, and have unconsciously slipped into feeling victimised, powerless, helpless, and in some instances, even hopeless about their futures where some are:
Feeling frozen, inert, and immobilised in their abilities to affect any kind of positive change, in both their work and home environments.
Unconsciously slipping into blaming and shaming others for their situations.
Justifying their inertia through a range of reasons and stories about how it’s “not their fault” or it’s not “up to them” to make any change.
Simply denying their current consequences, or the importance of needing to take positive actions, and make changes.
Unmotivated, lack any desire for control, or have the personal power to affect change in their situation.
Initiating taking personal responsibility
To accept and share responsibility it starts with being bravely willing to courageously connect with our whole selves and consciously stepping back to hit our internal pause button, to retreat into silence and stillness and compassionately ask:
What happened?
What can I/we learn from it?
What can I/we then do to create it?
Taking personal responsibility becomes a compassionate, creative and courageous exercise in continuous learning, self-awareness and emotional self-regulation in ways that safely disrupts people’s defensiveness and awakens them to the possibility of being personally powerful in tough situations.
It is also the basis for taking intelligent actions catalyse and cause positive outcomes that deliver realistic solutions to crises, complex situations and difficult business problems.
