The following contains excerpts from the book, Self Leadership and the One Minute Manager (Ken Blanchard).
At our music school in Midland, Texas we believe that music is more than sound, it is relationships. In Leadership and Management, relationships matter.
“Self Leadership and the One Minute Manager completes the trilogy that started with Leadership and the One Minute Manager, followed by The One Minute Manager Builds High Performing Teams…Today it’s imperative that people become self-leaders – individuals capable of setting priorities, taking initiative, and solving problems independently. In the old days, command-and-control managers often made all the decisions and told people what, when, and how to do things. We now know that this management style can erode a healthy sense of autonomy and dampen people’s initiative, creativity, and sense of well-being. The nature of 21st-century work requires a more collaborative working environment. Advances in technology are decentralizing the workplace…In today’s collaborative, decentralized workplace, it’s essential that individuals become proactive contributors rather than reactive order-takers.”
I have read many of Ken Blanchard’s materials, which champion an adaptive approach to leadership styles, revealing the importance of different disciplines, at different times, in the process of helping others become autonomous.
As we teach students at our music school in Midland, Texas we believe that we are teaching more than music, but life-lessons, also.
“Here’s the truth of it: There’s only power in empowerment if you are a self-leader…Empowerment is something someone gives you. Self-leadership is what you do to make it work…Ultimately, it’s in your own best interest to accept responsibility for getting what you need to succeed in the workplace.”
One of the most important life-lessons students will learn at our music school in Midland, Texas is the value of responsibility and autonomy.
“No boss can know and provide the motivation that every individual needs. Each of us has a different motivation for doing what we do, so it is up to us to take initiative for creating a professional environment that works for us….An assumed constraint is a belief that limits your experience.”
“Lord Acton wrote, ‘Power tends to corrupt, and absolute power corrupts absolutely.’ Not realizing your own power could be your greatest assumed constraint…A lot of people think there’s only one kind of power – position power – and if you don’t have it, you’re a puppet of those who do…that kind of thinking is very limiting…We don’t acknowledge our power because we’re afraid of what others might think…Acknowledging the power you have gives you a sense of control over your job and your choices…The best leadership situation is where you have position power and never have to use it! Like money in the bank…You need to know the nature of your strengths – your power – before you can lead yourself. Activate your points of power.”
At our music school in Midland, Texas we help students identify their strengths and help them to refine and direct those unique strengths in ways that propel them into a successful artistic journey.
Points of power: knowledge power, personal power, relationship power, task power, position power.
“Competence means you have the knowledge and skill to accomplish the goal or do the skill in question…You can’t expect to be competent on a trick you’ve never done and have no idea how to do…Commitment is measured by your motivation and confidence about the goal…The Development Continuum is simply a model of four stages people usually experience when they are learning to master something.”
- D1 – Low Competence, High Commitment [Enthusiastic beginner]
- D2 – Low to Some Competence – Low Commitment [Disillusioned learner]
- D3 – Moderate to High Competence – Variable Commitment [Capable but cautious performer]
- D4 – High Competence, High Commitment [Self-reliant achiever]
As we assess the level each student comes to us with, at our music school in Midland, Texas, we help them get to the next level through focused training.
“Development Level 2 is…where you realize there is a discrepancy between the expectation you had in the beginning – Development Level 1 – and the reality of the current situation…When you are at the disillusioned learner stage of your goal and you lack competence and commitment, you are not a failure if you thoughtfully decide it is not worth the time and effort to proceed. You are a self-leader proactively accepting responsibility…When your competence is low, you need direction; when your commitment is low, you need support…Directive behavior is hands-on. It involves deciding, teaching, observing, and providing frequent feedback. Supportive behavior is more about listening, involving, facilitating, and encouraging. If you can learn to diagnose your own development level on any given task, you’ll know what you need to ask for to succeed.”
“For each development level, there is a corresponding leadership style to provide you with the appropriate amount of direction and/or support you need. At the D1 – enthusiastic beginner stage, you need an S1 leadership style: directing. At the D2 – disillusioned learner style, you need an S2 leadership style: coaching. At the D3 – capable but cautious performer stage, you need an S3 leadership style: supporting. At the D4 – self-reliant achiever stage, you need an S4 leadership style: delegating.”
“A person who does not have a goal is used by someone who does…a big mistake we make in our jobs is thinking that the only place to get direction and support is from our managers…you have a number of people and resources you can tap to get the direction and support you need…There is joy in diagnosing your development level and getting the direction and support you need to achieve your goal. Be proactive to get what you need to succeed.”
As a music school in Midland, Texas that desires to meet needs of people in our community, we find it to be an honor to help provide people with a means of personal development.
“The two most powerful words in the English language for getting cooperation: I need. As a self leader, it is your responsibility to get the feedback, direction, and support you need…There are three types of dumb questions. One, when the answer is obvious. Two, when you’re not willing to hear a certain response. And three, when you already know what you want to hear…When you use the I need phrase, you’re coming from a position of strength. You’ve thought about what it’s going to take to succeed and are requesting a person’s help. It’s amazing, but human beings love to feel needed.”
In summary:
- Challenge assumed constraints
- Activate your points of power
- Be proactive to get what you need to succeed