The macho leader
Dad came home one night and, seeing his little boy playing with his toys after homework was done, engaged him in a father-and-son conversation. The little kid asks His dad: Daddy, what is macho?
Dad says: “It’s a person who is in charge, makes decisions, gives orders, and everyone around obeys those orders. Kid: When I grow up, I want to be a real macho, just like Mom.
The concept of rugged individualism has long been romanticized and left an indelible mark on human history and culture. Vintage cinema introduces us to iconic figures such as John Wayne, Rambo and Indiana Jones, epitomizing lone heroes forging paths against all odds. In the modern era, names like Dwayne Johnson, Vin Diesel, Jason Momoa, and the script may have changed, but the storyline remains the same. In business, Elon Musk, Steve Jobs, Jeff Bezos, and Richard Branson have continued to shape this narrative. Their tales evoke unwavering determination, unyielding self-discipline and relentless grit.
Historically, pursuing goals was attributed to personal attributes like self-control, resilience and mindset. Yet, an essential aspect remained unexplored: the role of interpersonal connections. The key here is that We need the presence of other people to realize our goals. Good leaders know this and undertake the concept of shared reality within the organization or the team to attain goals. No matter how “macho” the leader is, they need people to achieve goals. Professional HR practitioners have a term for them; they are called “The Important Others.”
Far beyond mere camaraderie and companionship or “esprit de corps,” they create a shared reality, a profound understanding that binds experiences, feelings and beliefs. This synergy enhances decision-making and enriches our subjective encounters.
Strategic alliances are pivotal in pursuing our goals. Identifying and nurturing key partnerships becomes paramount. Their transformative strength lies in their ability to foster a shared reality through aligned objectives and core values—a profound understanding of the “what” and the resonant “why.”
The effort lies in the infrastructure of trust. Trust is, after all, the bedrock of successful relationships. A culture of trust binds shared reality, allowing it to flourish. Additionally, precise coordination emerges as the linchpin—ensuring all parties march in harmony, enhancing the accuracy of the shared reality.
The seasoned executives (not the egoistic ones) follow a recipe for goal attainment. Like a master chef, they make sure to embark on the following ingredients to achieve goals.
1. They cultivate strategic partnerships: Identifying key allies becomes pivotal in pursuing goals. Nurturing these relationships ensures a shared vision where objectives and values resonate harmoniously.
2. They foster open dialogue: Self-doubt often threatens progress. Empowering self-efficacy within oneself and peers can conquer this hurdle. Confidence thrives in an environment that encourages open exchange of ideas, feedback, and concerns.
3. They establish trust and precision: Trust forms the bedrock of successful collaborations. Building trust within teams and partners cements the bonds of shared reality. Additionally, meticulous coordination guarantees the accuracy of the collective vision.
In a world inundated with tales of individual triumph, the unheralded heroes are the relationships that amplify our efforts. As the digital age advances, our interconnectedness becomes even more profound, reshaping the landscape of success. While rugged individualism remains an inspiration, the true magic lies in our capacity to merge minds, forging a shared reality that propels us toward greatness.
It is about time we rectify our image of the “Superman” persona behind the success of businesses. Our business leaders are undoubtedly brilliant and talented but need help to succeed. Take care of your Important Others and work with them. Rally them and win their support to journey with you, having the same shared reality and goal, and then achieve success and celebrate together.
The “machos” exist only in the movies, mainly action movies. And when you watch them, you must conclude that their feats and stunts defy the law of physics. When goals are attained, the excellent leader gives credit to the team because, indeed, without them, success would be impossible to attain. And when things go wrong, as they eventually will, the leader takes the blame and owns the responsibility. You do not want to be a macho “Superman” in your organization. You will lose the trust of your people. How can anyone trust Superman when he wears his briefs over his pajamas? Vintage Superman, I mean.