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7 Examples Of Lazy Leadership Practices

Published by dangreer on August 4, 2014

When things are going reasonably well we can settle into a routine and set our leadership on autopilot. What we once prioritized now we take for granted. This post by Ron Edmondson is a good leadership checklist to make sure we are not just mailing it in:

“The fact is, however, that many of us have some lazy tendencies when it comes to leadership. I do at times. This is as much an inward reflecting post as an outward teaching. Please understand, I’m not calling a leader lazy who defaults to any of these leadership practices listed.”

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I had the distinct pleasure of working with Dan for about 2 yrs during his time with Anthem/Amerigroup as a consultant providing executive coaching and professional development support for myself and our leadership team. Dan is an absolute professional and an expert in this field and his engagement with our team helped us transform, particularly in the areas of conflict management/resolution, communication, delegation, trust, and leadership. Dan is candid and sincere and doesn’t shy away from providing direct feedback and a plan that helps you make leaps in your professional development. I found his guidance, tools, and coaching to be a significant factor in my personal and professional development supporting my recent career progression. Above all of his professional skills and years of experience, you can feel and see Dan’s passion for his work and this translates to meaningful and lasting engagement and impact.

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“One of our company’s core values was ’employee development.’ For the past three years Dan has played a significant role in helping us achieve that goal while increasing the leadership capital within our company.

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“I thought your keynote address during our meeting in Destin was excellent. You clearly explained what it takes to achieve excellence on a consistent basis and the challenge to our organization to rise up was engaging and inspiring.

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“I thought it was excellent. He’s a great speaker and kept my attention. I also agreed with his points (which always helps!). I liked his take on the type of people we should hire… more emphasis on character than competency; people who want to excel and will settle for nothing less.

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If you are interested in nurturing a culture of personal development and improvement I highly recommend Dan to lead that effort.”

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Amerigroup Tennessee, a Medicaid and Medicare managed care insurer with 650 associates, serving 400,000 members, is based in Nashville Tennessee. Amerigroup is a subsidiary of Anthem, one of the largest health insurers in the United States. AGP Tennessee has a local, senior leadership team consisting of twelve leaders, headed by a market President. Amerigroup has had a distinguished history of ten years with the State of Tennessee contract.

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Because of Dan’s leadership training experience and keen sense of leadership attributes, others on the leadership team became interested in furthering their own personal development. As a result, over the course of two years Dan developed coaching relationships with all members of the leadership team. In addition, Dan led several team-building exercises, including homework reading assignments, general instruction and individual consultations. Dan also became involved with the succession planning process where he consulted with leadership team members in developing their succession plans.

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In summary, during a two year period, Dan led the leadership team through multiple dimensions of leadership development, including team building, succession planning and personal professional development of each member.

As leaders, we thank Dan Greer.”