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Leaders Pull

People who enable flow by creating pull are leaders

Jon Miller
Tue, 09/14/2010 - 08:29
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Leaders lead. Or do they? There is not always a cause-and-effect relationship between leadership actions and follower behavior. Not all leaders succeed at pulling people along in the same direction. If a leader needs to drive people in a direction, keeping the fringes from straying too far from the herd like so many cattle on the trail from Oklahoma to Chicago, is he really leading?

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There are a series of neat binary choices that define lean-not lean in reference to mindsets, behaviors, and operating conditions: waste vs. value, batch vs. flow, short-term vs. long-term, hide vs. expose, who vs. why, push vs. pull. These and others guiding principles help provide “true north” on the compass of continuous improvement. They apply as well to lean leadership as they do to designing discrete elements of lean operations.

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Comments

Submitted by bamfordr on Sat, 10/09/2010 - 10:01

But sometimes ...

Your article started me thinking about how push/pull applies to the Blanchard Situational Leadership Model (the leader has the skills to supply the type of leadership that each "follower" needs). Pull is entirely consistent with all 4 levels, but it occurs to me that in a few cases, a leader has an obligation to push. I require my team members to push back if they think something is wrong or going wrong; I value consensus. But in a few circumstances (e.g., absolute deadlines, safety) I have found it necessary to suspend the rules and move into a directive mode. The team is always informed of the change in rules, the rationale, and a duration (pull techniques), but the members don't really have a choice (other than quitting, I suppose) or opportunity for significant discussion.

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