Abuse of Power Part I—15 Questions to ask yourself and your colleagues

Few leaders actually endeavor to become that headline that loses them their job, their status, sometimes their family/friends, and leave carnage in their wake. Instead, decision-by-decision, step-by-step, as power accumulates (and isn’t shared), as culture in some organizations feeds a leader’s desire more to be dictatorial than to see the value in each person’s contribution, as governing boards abdicate responsibility or have it systematically taken from them, and as leaders begin to believe the “applause” is for them instead of for the organization, its people, and it’s clients/constituents—power is abused and everyone is left damaged and disillusioned…and more people find themselves distrusting of all leaders for the foreseeable future.

What if every organization—and every team within an organization--used the following list of questions, regularly asking every member of their staff and leadership team/s to honestly reflect on their own use of power? What if healthy accountability replaced unhealthy worship of a few key leaders?

15 Questions to ask—quarterly—of all who have power/influence in your organization and of your team:

1.    Who is holding you accountable? How honest are you/have you been with that person or people? How well do they “get” your organization’s vision, values, and culture? How are your accountability partners helping hold you responsible for your thoughts, actions, and behaviors?

2.    How willing are you to listen to constructive feedback and correction? How receptive would your friends, family, fellow staff members, team, and trusted advisers say you are to receiving helpful advice about yourself and your leadership?

3.    Are you hearing a theme in comments, feedback, conversations that you should not continue to dismiss or ignore?

4.    How committed are you to your own stated values and those of your organization? What are your current practices to keep yourself grounded and honest?

5.    What’s your level of burnout? Are others aware of this?

6.    What does self-care in this season look like for you? Are others aware and able to encourage this?

7.    Is there anything you are currently contemplating that, if acted upon, would put you sideways to your or the organization’s mission/vision/values?

8.    Is there anything you are currently doing that, if it became public or became known to your family/closest friends, would be embarrassing, hurtful, harmful?

9.    Is there something you are doing that is illegal?

10.  Is there something you are doing that is perhaps legal but not ethical?

11.  If your primary job as a leader is coaching, guiding, and supporting your team to be their very best and to accomplish—or exceed—the team/organization’s goals, how are you doing this in practical terms?

12.  If you left your job tomorrow, what would be your legacy in terms of team/organizational health? Would there be negative fallout?

13.  Take stock of the role of pride and ego in your life/work/leadership. How might you institute practices and/or accountability that develop humility?

14.  If perseverance and humility are non-negotiable marks of an exemplary leader, what practices do you have in place to help you “stay the course”, especially under times of great stress?

15.  What is one thing you will change today as a result of this self-assessment?

Shirley Giles Davis is a consultant, coach, facilitator who has worked with a diversity of teams, leaders, and organizations locally, nationally, and internationally for over 30 years. She specializes in collaborative dialogue around a variety of subjects, with the goal of assisting every client in identifying priorities, becoming increasingly self-aware and deepening other-awareness, pursuing goals, overcoming obstacles, leaning into strengths, growing to greater health and skill, finding clarity, and, ultimately, flourishing. Contact Shirley. For faith-based resources go to GodGiftsYou.com.

Photo (c) Shirley Giles Davis, all rights reserved.