Week 24.48 The Leadership of Rhiannon Giddens
This week, I witnessed a remarkable display of leadership in action as I attended a performance of "American Railroad," a visionary project created and led by the immensely talented Rhiannon Giddens. As a long-time admirer of Giddens' musical prowess and her ability to bring complex ideas to life through her art, I have always sensed that her leadership abilities extend far beyond her artistic endeavors. During this performance, the depth and breadth of her leadership skills were on full display, illuminating valuable lessons for all of us who aspire to inspire and guide others.
A clear and compelling vision is at the core of Giddens' leadership approach. With "American Railroad," developed under her artistic direction of the Silkroad Ensemble, she has crafted a project that shines a light on the often-overlooked contributions of diverse communities to developing America's railway systems. Giddens invites us to confront historical injustices and amplify marginalized voices by weaving together music, storytelling, and historical analysis. Her vision is not only artistically ambitious but also socially conscious, demonstrating the power of art to foster understanding and drive positive change. This commitment to using her platform to address societal issues and promote cultural understanding is a hallmark of Giddens' leadership style, and it serves as an inspiration for those of us who seek to make a positive impact through our own work.
But a vision, no matter how brilliant, is only as powerful as the team that brings it to life. Giddens' leadership shines through in her ability to assemble and inspire an extraordinary group of musicians from around the world. By creating a space that encourages individual expression and collaboration, she empowers each artist to reach new heights of creativity and impact. During the performance, Giddens' generosity of spirit was evident as she made room for each musician to have their moment in the spotlight, to form dynamic duets, and contribute to the overall symphonic experience. This approach not only showcases the immense talent of the ensemble but also fosters a sense of unity and shared purpose among the performers. By leading from the center and displaying her talent without overshadowing others, Giddens demonstrates the power of servant leadership in action, reminding us that true leadership is not about personal glory but enabling others to shine.
Perhaps most importantly, Giddens' leadership approach is rooted in a deep commitment to empowering others to be their best selves. She creates an environment where individuals can flourish personally and professionally by setting a clear vision, bringing together extraordinary talent, and providing them with the resources and support they need to thrive. This multifaceted approach demonstrates her commitment to fostering a deeper appreciation for the diverse musical traditions that have emerged from these communities and encouraging reflection on the ongoing implications of America's complex history. Giddens' leadership style is not just about achieving artistic excellence; it's about creating a space where people can grow, learn, and impact the world around them. This dedication to empowerment and personal development is a powerful reminder that leadership is not just about achieving goals but about nurturing the potential in others and helping them to become the best versions of themselves.
In life and leadership, we can all learn from the example set by Rhiannon Giddens. Her ability to craft a compelling vision, assemble and inspire a diverse team, and create a space for individual and collective growth is a testament to the transformative power of visionary leadership. For those we love and lead, Giddens' approach offers a roadmap for fostering creativity, collaboration, and positive change. It reminds us that leadership is not about wielding power or seeking personal acclaim but serving others and working towards a greater good. As we navigate the challenges and opportunities of our own leadership journeys, let us draw inspiration from her artistry and impact and strive to lead with the same grace, generosity, and vision. By embracing these principles, we, too can create a legacy of positive change and inspire those around us to reach new heights of personal and collective achievement.
With love, gratitude and wonder.
Scott
Stop Ignoring Your High Performers by Ruth Gotian, Ed.D., M.S.
My friend recently wrote an insightful article about the often-overlooked needs of organizational high performers. The article highlights how these exceptional employees, who can be up to 800% more productive than average workers in complex roles, are frequently taken for granted by managers who assume they're self-sufficient. The article points out a common management mistake of focusing primarily on underperformers while neglecting top talent, which can lead to disengagement and the eventual departure of these valuable team members.
She then delves into five key elements that high performers seek in their work environment: meaningful recognition, growth opportunities, clear advancement paths, workplace autonomy, and alignment with organizational values. They emphasize that more than generic praise is needed - these employees need specific acknowledgment of their unique contributions and challenges that push them beyond their comfort zones. The analysis and research citations from Gallup and McKinsey make a compelling case that when organizations prioritize these elements, they retain top talent and maximize their potential for driving organizational success.
In this insightful article, my friend Xenia Wickett discusses executive transitions' critical challenges and opportunities, particularly focusing on new CEO roles. She draws from research and personal experience to highlight how organizations often under prepare and undersupport senior leaders during these pivotal transitions. The article cites compelling McKinsey research showing that successful transitions lead to significantly better performance metrics, including 90% of teams meeting three-year goals and generating 5% more revenue and profit than average. In comparison, failed transitions can result in a 15% drop in direct reports' performance.
The piece outlines eight key guidelines for successful transitions, emphasizing the importance of taking time to listen rather than rushing into action, making strategic priorities, addressing cultural changes early, and promptly reshaping teams when necessary. Wickett particularly emphasizes that the traditional '100 days' concept may be insufficient, with most senior executives needing at least six months to make a meaningful impact. She highlights the importance of clear goal-setting, value establishment, and proper support systems, noting that traditional transition support methods like mentorship programs have shown limited effectiveness. At the same time, executive coaching and customized assimilation plans can double success rates despite needing to be more utilized.
My friend John Baldoni recently wrote an insightful piece exploring Mary Olson-Menzel's expertise on career transitions and her new book "What Lights You Up?" The article delves into Olson-Menzel's practical wisdom about handling layoffs, where she emphasizes the importance of being prepared through networking even when securely employed. She acknowledges the emotional toll of job loss, advocating for self-compassion while maintaining confidence, and stresses the power of storytelling in professional reinvention. Her approach includes being creative about resume gaps and maintaining authenticity in professional narratives.
Baldoni captures Olson-Menzel's framework for career changes through three key factors: prospects, pivots, and passions. She encourages job seekers to remain open to unexpected opportunities and conversations, even when they don't seem like perfect fits. The article concludes with valuable insights about succeeding in new roles by becoming a "student of the company," building collaborative relationships, and recognizing that leadership isn't confined to managing direct reports. Throughout the piece, Baldoni effectively conveys Olson-Menzel's message that career transitions, while challenging, often lead to fulfilling opportunities for personal and professional growth.