3 Results of Controlling Leadership
One of my pet peeves in leadership is the controlling leader. Because of that, I have written extensively on the subject on this blog.
Controlling leaders are in every type of organization — including the church. Some of my ministerial friends who have encountered this would say especially in the church. It could be a pastor, a committee chairperson, or a deacon who glories in their own power.
And, sometimes, just being fair, leaders control because they believe they are doing what’s best for the organization. Not every controlling leader, in my opinion, is controlling from a power trip. Granted, some are, but many just naively believe if they don’t control things will fall apart in the organization.
I recently worked with a church where I witnessed a controlling leader firsthand. Talking to members of the staff it reminded me of the main reason I’m so opposed to controlling leaders — because it is counter-productive to creating organizational health. And I love healthy organizations.
But, I would even go so far as to say controlling leadership violates some important Biblical principles — especially in the church. The Body is not comprised of one — but many ones — who work together to build the ONE local church. To do it any other way tramples on a lot of truth.
In terms of organizational health, there are some common disruptions from controlling leadership.
Here are 3 results of controlling leadership:
Leaders leave – You can’t keep a real leader when you control them — at least not for long. I find that especially true among the younger set of leaders entering the work world. Leaders need room to breathe, explore and take risks. Controlling leadership stifles creativity. A genuine leader will soon look for a place they can grow.
Followers stay – The flip side is equally true. You can keep those who follow the rules many times under controlling leadership. They will stay because of loyalty, or a sense of responsibility, or just because they don’t realize there is any other kind of leadership. But their fear of venturing out on their own keeps them under the leader’s control. And, most often their work life is unfulfilled and they are often miserable.
Organizations stall – The real detriment of controlling leadership is that it always limits the organization to the strengths, dreams and abilities of the controlling leader. One person — one leader — can only control so much — so many people or tasks. It’s one reason we see churches plateau and a business’s growth stagnate.
Dear leader, take it from a leader who has to discipline himself not to control — controlling leadership simply doesn’t work.
Have you learned that principle, perhaps the hard way?
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