Articles

A Note to Mental Health Professionals

As a therapist, you are always looking for ways to help your clients achieve their goals and to help them lead fulfilling lives. However, as clients near the end of their therapy journey, it can be challenging to know the next step. This is where referring them to a leaderologist can be incredibly helpful.

While therapy focuses on the past and present, leaderology focuses on the present and future. However, you probably don’t want to refer your client to someone who will destroy all the hard work you put into your client. You want someone who understands the work you’ve done and can truly help your client move forward. Leaderology is an excellent next step because someone who has studied the actual science of leadership is also educated in psychology and deeply understands how these two fields intersect.

One of the many benefits of referring clients to a leaderologist is that it can help clients continue their personal growth and development beyond therapy. This is true for both their personal and professional lives. By working with a leaderologist, clients can gain greater self-awareness, emotional intelligence, and, more importantly, a sense of purpose. They can also hone communication skills, build resilience, and learn the tactics needed to overcome challenges.

Another advantage of leaderology is that it can help clients overcome issues such as imposter syndrome and build confidence in their abilities while also helping to foster a mindset of appreciation for personal growth. In that pursuit, a leaderologist often provides services to help clients manage their time and productivity, cope with stress and practice self-care, and improve their interpersonal skills.

In addition to all these benefits, working with a leaderologist can help clients develop leadership and personal empowerment skills. This can lead to stronger relationships, more fulfilling careers, and a more satisfying life. By referring your clients to a leaderologist, you are providing them with the tools they need to achieve their fullest potential.

It’s important to note that therapy and leaderology are not mutually exclusive but complementary approaches to personal growth and development. By working together, therapists and leaderologists can provide clients a holistic approach to achieving their goals and overcoming adversity. We want the same things for our clients.

You have helped them understand their past and present. Now it’s time to help them develop their skills to create a better future. If you have clients nearing the end of their therapy journey and you are looking for their next step, consider referring them to a true leaderologist. Doing so can be an excellent next step for those looking to continue their personal growth and development beyond therapy.

A Note to Leaderologists

This conversation must be had both ways. If you are a true leaderologist and you recognize that your client is dealing with past trauma impeding their progress, then it is a good idea to refer them to a professional therapist you trust. Allowing the therapist an opportunity to help the client work through their past will open them up to their future.

A Note to Both

Leaderologists and therapists should work collaboratively to help clients achieve their goals. Communication and collaboration between these two professions are essential in providing a holistic approach to clients’ personal growth and development. Find a trusted ally and work closely with them.

It’s also essential to note that referring clients to a leaderologist is not just for those nearing the end of their therapy journey. Clients still in therapy can also benefit from working with a leaderologist simultaneously and vice versa. Either profession can provide additional support and guidance to help clients reach their full potential.

Lastly, leaderologists and therapists should always work ethically and responsibly. The client’s well-being should always come first, and both professionals should work within their respective scopes of practice. If a client needs additional support, referring them to the appropriate professional who can help them effectively is essential.

In an era where effective leadership is critical, and in the face of a future that will demand creative leadership, many universities have latched on to that demand for leadership education. Unfortunately, a concerning trend has emerged where some institutions offering leadership degrees deliberately steer their students solely toward management careers and ideas. This myopic approach fails to capitalize on the true essence of leadership and disregards the vast opportunities for growth and impact that lie well beyond traditional managerial roles.

Just for example. I recently searched for leadership degree applications. One university I reviewed boasts that a degree in strategic leadership could result in jobs such as Human Resources Manager, Management Analyst, Management Specialist, Non-Profit Manager, Project Manager, or Supply Chain Manager. Do you see the problem here?

How is a leadership degree preparing someone for a management career? And if that is the case, why not just call it a management degree? Management is not leadership, and the truth is that if the degree was done correctly, a strategic leadership degree could result in jobs such as a business consultant, project coordinator, development and training positions, business or organizational executive, administrator, business development coordinator, project analyst, compliance officer, and so much more.

We must know the difference if we want to be the difference, but here's a darker question. If the university doesn’t know the difference, then would their students? This is very dangerous because it sets up students for failure. 

Expanding the Horizons

Leadership and management are often used interchangeably, but they are distinct concepts. Management involves organizing and coordinating resources to achieve predetermined goals, whereas leadership is about inspiring and guiding others toward a shared vision. While management is undoubtedly important, it represents only one relatively minor facet of the broader leadership spectrum.

By emphasizing management careers to their leadership students, universities are missing a valuable chance to nurture the next generation of visionary leaders while simultaneously confusing the situation further. The world needs individuals who can navigate uncertainty, adapt to change, and inspire meaningful progress. True leaders transcend organizational boundaries and create positive change in various domains, from entrepreneurship and social innovation to public service and global advocacy.

A Holistic Leadership Approach

Universities should adopt a more holistic approach to bridge the gap between leadership education and career choices. It starts with reevaluating the curriculum to incorporate courses that cultivate critical leadership competencies, such as emotional intelligence, strategic thinking, creativity, ethical decision-making, and effective communication.

Moreover, universities should provide students with exposure to diverse leadership contexts. Internships, experiential learning programs, and collaborations with organizations outside academia can help students understand the realities of leadership in different industries and sectors. By encouraging students to explore various domains, universities enable them to discover their true passions and tap into their unique leadership potential.

Beyond Traditional Career Paths

While traditional management roles remain significant, universities must encourage students to think beyond these paths. They should highlight alternative career trajectories where leadership skills are invaluable, such as social entrepreneurship, non-profit leadership, public policy, environmental stewardship, strategic innovation, etc.

As the demand for effective leadership continues to rise, universities must evolve their approach to leadership education. Specifically, universities need to understand the difference and teach the difference. By shifting the focus away from narrow management paths to a broader understanding of leadership, institutions can empower their students to become transformative agents of change across multiple domains. By embracing a holistic and specific leadership approach, universities will serve their students' aspirations and contribute to building a better future for society at large.

It's time to ensure that the leadership boat isn't missed and the potential of our future leaders is fully realized. We have to do better!

Why Leadership is the Future and Management Might Become a Thing of the Past

Leadership is a critical aspect of any organization, regardless of size or industry. It has become more than just a buzzword in recent years and is now a robust social science. Companies in the know are now investing more time, money, and resources to develop effective leadership skills for their employees. Professional development has been proven to provide positive outcomes for employees and the organization. However, as more organizations adopt leadership, that means we have to let something else go. Let’s explore why leadership is the future and management is becoming a thing of the past.

When provided by a leadership-educated practitioner, the science of leadership can be learned and developed. While highly complex, the overview of leadership involves influencing and motivating others to achieve a common goal. Leaders must be able to communicate effectively, make informed decisions, and have the ability to inspire their teams. In contrast, management oversees and directs resources to achieve specific goals and objectives. The critical difference is that leadership focuses on people, while management focuses on processes and systems.

Leadership is becoming more critical in today’s business world as organizations seek to create a culture that values employees and fosters a sense of belonging. This is driven by the recognition that employees are the lifeblood of an organization and that their engagement and motivation can significantly impact the company’s success. By focusing on leadership, organizations can foster a positive work environment where employees feel valued, motivated, and engaged.

Leadership is also becoming increasingly important as organizations seek to remain competitive in a rapidly changing business landscape. The pace of change is accelerating, and companies need leaders who can navigate through uncertainty and respond quickly to new challenges and opportunities. This requires leaders who can inspire their teams and make informed decisions in a fast-paced and dynamic environment.

Another factor driving the importance of leadership is the changing demographics of the workforce. Millennials and Generation Z are entering the workforce in increasing numbers, and they have different expectations and values than previous generations. They are seeking meaningful work and a positive work-life balance, and they want to be a part of an organization that values their contribution and provides opportunities for growth and development. Leaders who understand the needs and expectations of this new generation of workers are better positioned to attract, retain and engage them.

In contrast, management is becoming a thing of the past, as it is often seen as being too bureaucratic, rigid, and focused more on processes rather than people. This approach is not well suited to the rapidly changing business landscape and does not respond well to the changing needs and expectations of the modern workforce or workplace. Managers who are too focused on processes and systems are often seen as being out of touch with the needs and motivations of their teams and are less effective at driving positive outcomes.

The future of work is likely to be more fluid, flexible, and decentralized, with employees working from remote locations and more autonomy and independence in how they work. This requires leaders who can create a culture of trust and accountability and lead and motivate teams, even when they are not physically present. Leaders who can embrace the future of work, exercise and encourage creativity, and who have the skills to lead in this new environment are the ones who will be most successful.

Another important factor to consider is the impact of technology itself, particularly artificial intelligence and robots, on the roles of leadership and management. As technology continues to automate many of the processes and systems of businesses, there is a growing demand for individuals with leadership skills who can communicate with such systems. However, this naturally results in less need for managers and traditional management skills.

This shift is creating an interesting and somewhat scary dynamic. Many management-educated individuals are beginning to see this and latch on to the leadership title despite not being educated in leadership specifically. This will undoubtedly create significant confusion in the industry for several years. It’s important to note that management is not leadership. While management and leadership may overlap in some ways, they are distinct disciplines, require different skill sets that begin with different education paths, and result in different outcomes.

In many ways, leadership is the future, and management will soon be a thing of the past. As the world continues to evolve, individuals must stay informed and adapt to the changing demands of the workplace. Organizations that invest in developing effective leadership skills for their employees will be better positioned to create a positive work environment, remain competitive in a rapidly changing business landscape, and attract, retain, and engage the best talent. By focusing on this critical skill, companies can drive positive outcomes for their employees and their organization.

In today's rapidly changing world, it's becoming increasingly difficult to navigate through all the uncertainties and challenges that come with it. From robots to artificial intelligence, economic hardships to the potential for war, there are many complex issues that require expert guidance to navigate. And that's where leadership-educated professionals come in.

Leadership-educated professionals are trained to help individuals and organizations overcome challenges and uncertainties. They possess a unique skill set that enables them to analyze problems, develop effective solutions, and provide guidance to others. Unfortunately, the public is largely unaware of the difference between non-leadership-educated coaches and highly trained leaderologists.

Enter the National Leaderology Association (NLA). The NLA is on a mission to highlight the importance of leadership education, help leaderologists differentiate themselves in the market, provide a community for leadership professionals so that we can help one another during these rough times, and make a difference in the discipline moving forward. By doing so, the NLA hopes to create a more informed public and business community that can make better decisions when it comes to choosing leadership-educated professionals.

The NLA is dedicated to building a strong community of leadership-educated professionals who can help each other navigate these uncertain times. Many leaderologists are on an island and do not know just how important they truly are. The NLA wants to find them, give them a community, and advocate for them so that organizations in their community can utilize them over other options.

The NLA's vision is to establish and promote Leaderology as a respected discipline and science. By doing so, they hope to help individuals and organizations navigate through the complex issues of the modern world. The NLA's mission is to support and produce exceptional educated leaders and become a trusted authority in leadership. They do this by providing access to high-quality training and education programs, as well as by advocating for the importance of leadership education.

The NLA is guided by a set of core values that reflect their commitment to leadership education. They value and respect formal education in leadership theory and practice and those who create, develop, explore, and research the science of leadership. By upholding these values, they ensure that their members are well-educated and knowledgeable in their field.

The NLA's goals are to establish themselves as an authority in the field of leadership, build a leadership community among leadership-educated professionals, become a go-to storehouse of leadership research and development information, help guide and set leadership education standards that protect the public by differentiating leadership-educated professionals, raise awareness about the benefits and importance of their discipline, and help businesses better utilize those with leadership degrees.

To achieve these goals, the NLA has set out several objectives. They aim to provide verification and recommendation of high-quality leaderologists and leadership practitioners, with proven formal leadership education and training. They also aim to build a strong leadership development organization, ensuring continued education, promoting leadership standards, and encouraging innovation that aligns with their values. The NLA promotes general advocacy for the leadership industry by educating the public and businesses about leadership and the importance of choosing leadership-educated professionals. Additionally, they partner with universities to further enhance and elevate the discipline in various ways.

In conclusion, the NLA is doing important work in advocating for the importance of leadership education and promoting the discipline of Leaderology as a respected discipline and science. By providing a community for leadership professionals, promoting high-quality education and training, and advocating for the importance of leadership education, they hope to help individuals and organizations navigate through the uncertainties of the modern world. The NLA's objectives reflect their commitment to building a strong community of leadership-educated professionals who can help each other overcome challenges and uncertainties. By doing so, they hope to create a more informed public and business community that can make better decisions when it comes to choosing leadership-educated professionals.