Ditch the book!

I’ve read a lot of leadership books, thousands of words in all manner of texts over a decade. I was recommended a book recently, so thought I would enjoy a few hours learning, being challenged, feeling excited and hopeful. Sadly not, there were a number of things that got under my skin, by chapter 4 I decided the book was not worth a read. 

Many assume, I guess, that I’m new to leadership. That because I’m disabled, ‘disability’ is my subject, I am not therefore viewed as a leadership scholar. Leaders are tall, symmetrical and bold, and that stereotype pushes my buttons. In the last few years I’ve read a sizeable amount, and when it comes to the clangers in leadership literature these are my top peeves. I’ve learned to ditch the book, I call each gripe a *ditch klaxon*!  I hope the following rant reads as a think piece…..

Ditch the books!

 

1. Jargon and pseudo speak. I understand that at some levels, in academic journals say, a specialist language is needed to articulate a subject that is nuanced and complex. To a large extent I am on the side of the writer struggling for simplicity – it's a hard job. As a reader however, when I spend hours looking up every other word only to find the page offers little in terms of ideas, I despair. If the central message needs to speak to many, to reflect ideas of shared strength and power, failing to make the text accessible is a basic fail. *ditch klaxon*

 

2.  Leadership literature suggests a shared responsibility, so how personal tales are told is revealing I find. Beware the ‘heroic’ anecdote that places writer as saviour, the chosen one, the expert above others.  *ditch klaxon*   When authors tell you of their experience, as thinkers above the rest, you have to ask yourself whether they demonstrate mutual respect in their writing. Slagging of others isn’t pretty. There’s a difference between criticism and critique! Beware of those using the former in the name of the latter.  *ditch klaxon*

 

3. An adjective in the title, that added to leadership, denotes the author’s possession of position. *ditch klaxon*  Great, green, brave, quiet, sustainable, fierce, courageous, distributive, simple, crisis, emotional, inspiring, questioning… whatever!?  The available reams suggest leadership activity is all of these things, and so much more. Essentially leadership that is not green, brave, quiet, sustainable, fierce, courageous, distributive, simple, crisis, emotional, inspiring, questioning, is not leadership. And let’s face it there’s plenty of not-leadership about! *ditch klaxon* By all means question the stereotypes of existing leaders, our unconscious belief that loud, brutish and strong people are best leaders. Leadership activity is empathetic, empowering and kind where you look for it.

 

4.  I look for texts that stand against injustice, by confronting the myths that promote privilege. Leadership activity needs to challenge inequality - ideally in many ways. If the writing does not address a mix of anti-   sexism, racism, homophobia, ableism, religious intolerance, ageism ...  it’s a *ditch klaxon*  Strategic intent is hard to judge, i can't as reader guess to moral intent, but language is a clue if possibly limited. Without considering the disadvantage of others, the global power structures, writers are not walking the talk: writing to lead.  *ditch klaxon*  I tend to look for a choice of words that present an alternative view or a fresh perspective on existing narratives. Not challenging injustice means the status quo remains accepted, and implies inequality is unavoidable, thereby somewhat easier to ignore.  Writing about strength and weakness from a privileged position, without the consideration of unequal power, does not address the drivers of disadvantage. Writing requires an intersectional approach to advantage to make it an activity that promotes change in an equitable way. See point 3.

 

5. Enthusiasm! I know, I know, not everyone wants effusive wording, or the equivalent of dancing cheerleaders on the page! But in line with well-being literature generally, and broaden-and-build theory specifically, it seems important to feel happy in the moment and positive about the future. If you’re on page 40 and have not managed a smile *ditch klaxon* In order to articulate capacity for change, experimentation and acceptance, positive feelings are important as they enable a wish to explore, consider and try new things. I’m not a huge fan of the individualism lurking within ideas of positive psychology, those that state if happy enough we can all overcome our personal circumstance. Such thinking implies a personal failure to be jolly to those most marginalised, blaming whole groups for their lack of enthusiasm and fecklessness. This I think denies a healthy reaction to abuse and violence rarely made explicit in conversations about inequality.  Reframing hardship and disadvantage as occasional and private – tosh and bollocks - see point 4. I rather subscribe to the benefits of community, and the happiness found in shared Endeavour: giving, working, having fun, building new paths with generosity and cheer. That doesn’t necessarily mean hugs and kisses, but the degree of closeness that helps empathy along and makes us feel hopeful about the good times that benefit us all.

 

6. It’s said 73.6% of statistics are made up.  *ditch klaxon*  Numbers don’t prove more truthful than narrative it seems. Seeking stories of leadership activity amidst the marginalised groups literature silences is fascinating. For centuries individuals within marginalised groups have been silenced by institutional and societal culture. While personal experience is finally being encouraged in many areas, organisational, institutional and global stories need to present a variety of views. Indeed, far more than the richer and most privileged. *ditch klaxon* Stripping the invaluable from the measurable is the risk when translating the human to the payable. Time and worth may disappear, obscured by a belief in big numbers. Yet terrestrial experience is priceless, there is no opportunity cost, loss has no affordable option.

 

7. References. People have been writing about leadership activity for decades. As a writer - while doing your best - you are joining a crowd. The idea you’ll be at the front this crowd is presumptuous.  Believing you are at the top of the pile, or 1^st in line, reminds me of the old quip attributed to John Maxwell: "if you think you’re leading, but no one is following, then you’re just taking a walk!”  On the one hand, references feel like a constraint of the academic form, on the other they represent the library that nourishes our personal understanding. I think they show homework's been done, a number of perspectives have been explored, and marginalised voices have been listened to. References are an acknowledgement of shared thinking, common endeavour, and joint conversation. There's nothing worse than the name of the author on page after page. *ditch klaxon* My references might seem eclectic, but I hope they indicate an intent to find diversity, highlighting groups often ignored. I certainly found that titles are misleading, leadership ideas pop up in all sorts of places.  

 

I hope in writing this I’m in the round, a storyteller within a bigger story, not a tale-teller speaking alone in a vacuum, but one of many in a far-reaching conversation.

 

For some inspiration see a list of those not ditched below!

Happy holding books 

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