Archive for the ‘personal responsibility’ Category

Personal Responsibility and the Will to Lead

Monday, November 16th, 2009

The Freedom of Taking Personal Responsibility

Personal freedom is often thought of as the absence of responsibility.  In this respect, no one is free.  Everyone is responsible for and to someone else.  There is, however, a freedom that comes from accepting personal responsibility for oneself and one’s sphere of influence.

When you blame no one else for the challenges you face, when you realize that where you stand today is the result of all your past decisions and indecision, you look to the true source of any difficulties.  It is never the undefined “they.”  It is always the ever present “I.”

Realizing this is the true source of your freedom.  Instead of being buffeted to and fro by uncontrollable forces, you accept the power of your own authority.  For good or ill, you are the one in charge of your life.

For the supervisor, this means that, as you seek opportunity, you also take responsibility for all aspects of your duties.  Size up those around you, your superiors, peers, and employees.  If they demonstrate responsibility, learn to depend upon them.  If they don’t, find ways to compensate for their inadequacies.  In the case of your employees, take action as necessary.

In the end, you are the only one responsible for your success or failure.  If something goes wrong, there is always more you could have done.  In the case of the truly unexpected event, it’s not so much what went wrong as how you respond to it.  Instead of blaming circumstances or others, take responsibility to make things right.  By accepting this degree of personal responsibility, you free yourself from the unpredictability of life and those around you.

The Will to Lead

Taking personal responsibility equips you to assume a leadership role.  But the will to lead is a far cry from being willing to lead.  A good number of people are willing to accept positions of leadership.  But accepting and exercising leadership are two very different matters.

Having the will to lead implies a commitment to face whatever challenges may present themselves.  Simply put, it’s the will to make things happen.  Consider this example.

Bob was the front desk manager of an older hotel.  Hospitality was his profession, but running was his passion.  Each day at lunchtime, regardless of the weather, he took a five-mile run.  After running he used the employee locker room to change and shower before returning to work.

The poor sanitation and maintenance of the locker rooms disgusted Bob, but for a long time he said nothing.  Finally, he had had enough and announced at a staff meeting that the employees deserved better and that he was going to petition the General Manager to clean and fix up the locker rooms.

One of the other supervisors commented that it would be a waste of time and that they would quickly return to their former condition.  He said that the employees didn’t care and wouldn’t keep them up.  Bob responded that it didn’t matter whether the employees cared or not – he did!

Over the next few weeks with the General Manager’s blessing, Bob organized the maintenance and housekeeping staffs to scrape and repaint walls, strip and refinish the floor, replace broken and unserviceable lockers, and improve the lighting.  Then he got the General Manager to assign different departments the rotating duty of keeping the locker rooms clean.  Finally, he checked them daily for several months to ensure that they were being properly maintained.

The end result was improved employee morale and a changed attitude about their locker rooms.  Employees did care – they just needed someone to lead the way and to overcome the erroneous notion that they didn’t.  They needed Bob’s “will to make things happen.”

Excerpted from Leadership on the Line:  A Guide for Front Line Supervisors, Business Owners, and Emerging Leaders.

Thanks and have a great day!

Ed Rehkopf

This weekly blog comments on and discusses the club industry and its challenges. From time to time, we will feature guest bloggers – those managers and industry experts who have something of interest to say to all of us. We also welcome feedback and comment upon the blog, hoping that it will become a useful sounding board for what’s on the minds of hardworking club managers throughout the country and around the world.

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