ng, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of tim

Are you a beacon of light or a blowtorch?

I want you to imagine that I go to your office when you are not there. While I’m at your office, I decide to survey the team that reports to you.The subject of the survey? Well, it’s a survey about you as a leader. I want them to tell me about your leadership skills. If I ask your team to complete this sentence, “my manager is ________________________”, what would they say?

Maybe they will say positive things:
“ My manager is inspiring.”
“ My manager is a great teacher.”
“ My manager pushes me to be better at what I do.”
“ My manager believes in me and trusts me to get the job done.”

Maybe they will have a different kind of comment:
“ My manager micromanages me.”
“ My manager can’t communicate clearly and then blames me.”
“ My manager takes all the credit.”
“ My manager has no respect for the team.”

So what do you think your team would say about you? What rating would they give you on a 1- 10 scale (with 10 being the best)? Would they say that you are a beacon of light or a blowtorch? So what’s the difference? Let’s take a look at 10 examples. On each one, ask yourself: “Which one am I?”

1. Productivity:
Beacon - gets more done through and with their team. They work together and people work with them.
Blowtorch- forces the team to get it done, often against their will. They report to a “boss” and people work for them.

2. Communication:
Beacon- communication is two-way. They resolve problems, discuss issues, and try to find mutually beneficial solutions. Relationships are built on mutual respect. Blowtorch- communication is one way, “my way or the highway”, and no one cares about mutually beneficial solutions. Relationships are built on “respect me or else.”

3. Development
Beacon- asks each team member their long term goals and mutually works with them to create action plans to help them learn the skills they need to get to the next level. Blowtorch- doesn’t ask and thinks it is stupid to ask. Why would the company develop people’s skills when they could leave and use them elsewhere?

4. Credit
Beacon- gives credit where credit is due, acknowledging both the individual and team efforts when something goes well. When it doesn’t go well, they take the responsibility as the leader of the team.
Blow torch- takes the credit for everything when it goes well and never acknowledges the effort of the team. Why bother? The team was just doing their job, which they are supposed to do anyway. When it doesn’t go well, the blame is assigned to everyone except the leader.

5. Coaching
Beacon- gives each team member coaching on what they do well and on what they can do better. This is an ongoing process which is done in private and is constructive. Blow torch- coaches the team during staff meetings by pointing out when they screw up. Instead of private coaching, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of time

cromanages me.”
“ My manager can’t communicate clearly and then blames me.”
“ My manager takes all the credit.”
“ My manager has no respect for the team.”

So what do you think your team would say about you? What rating would they give you on a 1- 10 scale (with 10 being the best)? Would they say that you are a beacon of light or a blowtorch? So what’s the difference? Let’s take a look at 10 examples. On each one, ask yourself: “Which one am I?”

1. Productivity:
Beacon - gets more done through and with their team. They work together and people work with them.
Blowtorch- forces the team to get it done, often against their will. They report to a “boss” and people work for them.

2. Communication:
Beacon- communication is two-way. They resolve problems, discuss issues, and try to find mutually beneficial solutions. Relationships are built on mutual respect. Blowtorch- communication is one way, “my way or the highway”, and no one cares about mutually beneficial solutions. Relationships are built on “respect me or else.”

3. Development
Beacon- asks each team member their long term goals and mutually works with them to create action plans to help them learn the skills they need to get to the next level. Blowtorch- doesn’t ask and thinks it is stupid to ask. Why would the company develop people’s skills when they could leave and use them elsewhere?

4. Credit
Beacon- gives credit where credit is due, acknowledging both the individual and team efforts when something goes well. When it doesn’t go well, they take the responsibility as the leader of the team.
Blow torch- takes the credit for everything when it goes well and never acknowledges the effort of the team. Why bother? The team was just doing their job, which they are supposed to do anyway. When it doesn’t go well, the blame is assigned to everyone except the leader.

5. Coaching
Beacon- gives each team member coaching on what they do well and on what they can do better. This is an ongoing process which is done in private and is constructive. Blow torch- coaches the team during staff meetings by pointing out when they screw up. Instead of private coaching, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of tim

on:
Beacon- communication is two-way. They resolve problems, discuss issues, and try to find mutually beneficial solutions. Relationships are built on mutual respect. Blowtorch- communication is one way, “my way or the highway”, and no one cares about mutually beneficial solutions. Relationships are built on “respect me or else.”

3. Development
Beacon- asks each team member their long term goals and mutually works with them to create action plans to help them learn the skills they need to get to the next level. Blowtorch- doesn’t ask and thinks it is stupid to ask. Why would the company develop people’s skills when they could leave and use them elsewhere?

4. Credit
Beacon- gives credit where credit is due, acknowledging both the individual and team efforts when something goes well. When it doesn’t go well, they take the responsibility as the leader of the team.
Blow torch- takes the credit for everything when it goes well and never acknowledges the effort of the team. Why bother? The team was just doing their job, which they are supposed to do anyway. When it doesn’t go well, the blame is assigned to everyone except the leader.

5. Coaching
Beacon- gives each team member coaching on what they do well and on what they can do better. This is an ongoing process which is done in private and is constructive. Blow torch- coaches the team during staff meetings by pointing out when they screw up. Instead of private coaching, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of tim

due, acknowledging both the individual and team efforts when something goes well. When it doesn’t go well, they take the responsibility as the leader of the team.
Blow torch- takes the credit for everything when it goes well and never acknowledges the effort of the team. Why bother? The team was just doing their job, which they are supposed to do anyway. When it doesn’t go well, the blame is assigned to everyone except the leader.

5. Coaching
Beacon- gives each team member coaching on what they do well and on what they can do better. This is an ongoing process which is done in private and is constructive. Blow torch- coaches the team during staff meetings by pointing out when they screw up. Instead of private coaching, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of tim

ng, individual concerns are addressed in front of the team, believing that this technique can be a very effective tool by teaching valuable lessons in the “school of hard knocks”.

6. Policy and Procedure
Beacon- believes that policy and procedure is a guideline for leaders, but it is meant to be used with the discretion of the leader and certain exceptions can be made when needed. Blowtorch- policy and procedure is the letter of the law and, in fact, is the law. Anyone caught violating it will be written up and could face termination, no matter the circumstances.

7. Environment
Beacon- believes that the workplace environment is an essential tool for driving morale and motivation, and puts a great deal of time and effort into insuring that the office is well kept. They think that morale and motivation drive productivity. Blowtorch- believes the whole concept of the positive office space environment is a bunch of new age garbage. The only thing that drives productivity is, not morale or motivation, but the simple act of lighting a fire under peoples’ butts.

8. Reward
Beacon- likes to use rewards to drive productivity and morale, in terms of raises, bonuses, and an occasional contest with prizes along the way to keep people enthused. The leader gives a cash award for employee of the month, as voted by all employees, including management. Blowtorch- thinks the reward is being able to keep your job every week. A raise given once a year with a bonus? Yeah, right. And the idea of a ridiculous contest with prizes is a waste of time and effort. There’s work that should be getting done. The employee of the month gets to stay for another month.

9. Temperament
Beacon-never shows emotion such as anger and is always in control, because they want to model what they want the team members to do. When disappointed, they say so, but they never raise their voice or yell. They treat every team member with respect. Blowtorch- has been known to yell, throw objects, and use curse words liberally. A blowtorch believes that this can be a great tool for intimidating team members and getting them to move, move, move! They believe that if they don’t show anger, their team members will get nothing done.

10. Goals and Objectives
Beacon- shares both the team and the organization’s goals on a frequent basis. Feels that if everyone knows what is going on, then they can contribute. Plus, if the leader is unavailable, they will know what to do, because they know the long term play. Blowtorch- they share information only on a “need to know basis”, because, after all, it’s none of their business. Each person on the team knows what they need to know when they need to know it.

So what do you think your team would say about you? Would they say you are a beacon or a blowtorch? Are you sure? Here is a way to find out, if you have the courage. Ask them. Yes, that’s right. Take a stand and ask your team how you are doing. That’s what beacons do. One by one, have a discussion with each team member. Ask them to look at each category, and give some honest no-holds-barred feedback on how things are going, on a scale of 1- 10. You may be closer to the flame then you think.