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b"Leadership Perspective: Reverse Paradigms, Intervening vs. Observing\\nPodcast Transcript\\n \\nYour job is to facilitate and illuminate what is happening. Interfere as little as possible. Interference, however brilliant, creates a dependency on the leader. - John Heider*\\n\\xa0\\nManaging self is the leader\\u2019s first responsibility. Managing group process is next. Setting the example is a primary foundation for defining the transformational leader. In Bowen Systems, the leader\\xa0changes the behavior of others in any group emotional system by changing self. Leading an ongoing business, ministry, or nonprofit requires a high functioning culture with leaders on teams aligned with the organization\\u2019s values and guiding principles.\\nI facilitate meetings. That\\u2019s one of my primary skills and passions. I have rehearsed managing group process for 40+ years in a career as musical conductor. What I\\u2019ve learned is that the leader can\\u2019t make anybody do anything - if they can, it\\xa0doesn\\u2019t last very long and the outcome is typically compromised. The relationships are also compromised and many times damaged beyond repair.\\nMany leaders work in groups\\xa0- teams, of various sorts, which are group emotional systems. We impact everyone else in that system with our actions, both good and bad. More often than not, when group members are not performing up to the expectations of the leader, it\\u2019s a direct result of the leaders actions or inactions. The first principle of Transformational Leadership in my world is being able to let go\\xa0of things that someone else can do and in mastering the art of delegation.\\nMicromanaging is deadly\\xa0by taking power assigned to others. Coaching is empowering by enabling others. Leadership is a\\xa0system in which the leader builds and equips leaders in teams. Sometimes the leader needs to intervene. Sometimes the leader should observe and comment later. Knowing the difference is the wisdom of leading.\\nIn their book,\\xa0Facilitative Leadership in Social Work Practice, Breshears and Volker provide a helpful sequence of steps in managing group process.\\n1. Observing and diagnosing what is happening in the group.\\n2. Hypothesizing what you would like to have happen in light of the group\\u2019s task or development phase.\\n3. Do something that encourages change.\\nHere's the routine -\\xa0observe, think, and then act.\\nWe all learn from our mistakes\\xa0if we pay attention and apply the principles to the next situation.\\nLearn more about your ad choices. Visit megaphone.fm/adchoices"