Rectifying Residuals

"What I hate most is stepping on someone else's gum (residual) that they thoughtlessly

spit out on the ground during the 'dog days' of summer and how the strands of gummy goo

stretch making it impossible to have positive thoughts about the person who spit it out, and also

quite difficult to clean up," said the aspiring leader striving to expand his personal leadership

skills. "Sounds like you are tired of dealing with someone else's personal issues, and the way

their issues negatively impact the team's relationships." We were discussing dealing with leaders

who filter their leadership practices and decision-making through “residuals.”

"What are residuals," you may ask? Residuals are those after effects left that remain in

one's heart and mind following an unexpected, unwanted, frustrating, or fearful encounter with

someone or something. You know, those experiences that cause one to say, "fool me once, shame

on you; fool me twice, shame on me!" Sadly, instead of rectifying the residuals, these leaders

allow them to take center stage, stealing the show, and destroying any possibility of building a

strong synergistic team.

The problem with residuals is that they are empowered by a grand deception that says to

the leader, "you have the right to lead this way." To which I reply, "NO YOU DON'T." If your

residuals are affecting your leadership don't expect to build a strong synergistic team!

Residuals can destroy the best of leaders, and any potential for healthy relationships with their

people. Residuals not only deceive leaders, but they can also cause leaders to continuously

question their people's loyalty, authenticity, sincerity, and trustworthiness (LAST), and I

guarantee that if this questioning continues relationships will not last!

Typically, leaders suffering with residuals tend to relegate certain people to an arm’s

length relationship, validating their decision by the "grand deception" mentioned above. Truth be

told, the real problem is the leader’s pride or protection. Pride and protection are the top two

pitfalls to building a strong synergistic team. Pride and humility are always at odds with each

other, and the same holds true regarding courage and protection. Pride says, "it's all about me,"

while humility says, "it's all about the team." Courage says “get over yourself and get on with it”

while protection says, “guard yourself.”

Authentic leaders choose to walk with a heart of humility, and a cistern of courage, so as

not to fulfill pride or protections. Motivation to listen to the grand deception encourages a leader

to allow residuals to rule in their leadership and decision-making domain; that place where the

heart, soul, mind, and body have a seat at the decision-making table. Bottom line, where

residuals reign, good decisions wane, leadership pain gains, and healthy relationships strain.

Wise leaders rectify residuals, and unwise leaders don’t; of the two which are you?