Boundaries Blog — leadership

Remember the old saying "Come on, this is not brain surgery"? It was meant to convey the simplicity of an answer or a concept, and often meant to prod people to get off their butts and do what is obvious. That is how it is with a leader's boundaries. It is profoundly simple. You do not have to be a brain surgeon to establish the boundaries that are usually made by a great leader.

But at the same time, underneath it all, it really is brain surgery, because the reason that a leader's boundaries work is that they actually make it possible for people's brains to function as they were designed....

There are several dimensions to how successful leaders think that are important to know, but I want to focus on five especially. If you want to develop your thinking, the following practices will serve you well.

1. Know Your Cognitive Style

Your cognitive style refers to the way you process information from your environment. It has to do with how you read journal articles, how you listen to what others tell you, and how you draw conclusions based on how you observe the workplace. One key aspect of cognitive style is whether your thinking tends to be linear or nonlinear.

Linear thinkers are …

So how can you become a wise, sober-minded person of good judgment—one who thinks rather than reacts and routinely utilizes internal as well as external data? Start by becoming an observer of how you think. It may sound strange to think about thinking, but it is important and helpful. You can begin to pay attention to your thinking by routinely observing your thoughts and by recognizing any cognitive distortions.

Life is chaotic, and sometimes too much information can cause confusion in an organization. As a result, leaders are under great pressure to think with focus and direction….

While I (Dr. Cloud) was consulting with one of the biggest companies in North America, an employee told me, "We would be so much better off if my boss would set better boundaries on what goes on with individuals on our team. He plays the 'nice guy' role too much, and as a result, the team suffers."

Surprisingly, a lack of confrontation goes in the other direction as well. One vice president told me something I hear often as a consultant: "I wish my people would come clean with me. I wish they would tell me what they really think. I wish they would be more open and direct. But they are scared to do that."...

Recently I (Dr. Cloud) was discussing personnel issues with a CEO. I asked him why he thought those problems were there. He talked about some reasons, most of which had to do with the various players involved, and also the "constellations" of a few teams. But then I asked him a simple question. "And why is that?" I asked.

"What do you mean? I think it is the reasons I just said."

"I know the reasons you said, but why do those reasons exist?" I continued.

"I don't get it. What do you mean?" he asked further.

"Who is the leader? Who is in charge of the culture? Who is in charge of the ways that it is working, the fact that all of that exists?" I pushed....