The Dichotomy of Michael Scott: Clingy vs. Dependable

Again, Michael Scott provides a great lesson on relevant leadership for any manager or leader today who wants to genuinely connect with his or her followers. Michael Scott reveals the dichotomy of clingy vs. dependable by they way that he stubbornly (and annoyingly) hangs out with those around him.

If you watch The Office, you will see that Michael Scott always tries to do things with the employees. If there is ever something going on, Michael Scott is so lonely for friends that he would go to anything. He just likes to be invited. He likes to go to things. He likes to be around and to be involved. His constant questioning and prodding and sometimes even begging and pleading to go to functions and parties was often seen as being a very annoying 'clingy'.

But Pam, the office secretary, had an art show one evening and she invited every single person in the office. But basically the only person that really showed up to support Pam was Michael Scott. And he LOVED being there. Pam did not view Michael Scott as clingy that evening. But she appreciated his dependability so much.

At a certain point a leader's clinginess becomes dependable. Even though Michael Scott was annoying by the way that he was always trying to be involved and stuff - his desire to be involved was very dependable. He was always there. And he always wanted to be there. He was extremely dependable. And his followers grew to appreciate it very much.

Relevant leaders can learn from Michael Scott. Relevant leadership needs to be dependable. Relevant leadership needs to be there. Relevant leadership must want to be there. Relevant leadership must be dependable.

The Dichotomy of Michael Scott: Annoying vs. Entertaining

For the final Dichotomy of Micheal Scott, we will look at something that has divided households and college roommates - Micheal Scott being annoying vs. entertaining.

Many people think that Micheal Scott is the funniest guy in the world, but many people would say that he is kind of annoying, too. No matter what you think, everyone has to admit one thing: Micheal Scott is entertaining. Even if he is annoying, people like to be around him because something is always bound to happen. He is extremely entertaining even if he has to go through the land of annoying to get there.

And leaders can learn from this.

Leaders need to be less afraid of being annoying. They need to more focused on entertaining their employees and having fun with their employees. Every single employees - even if they find their boss annoying sometimes - would rather be around a boss that is entertaining. People like to be around people who are fun, exciting, and entertaining. Again, even if you have to suffer through annoying some of your employees - your employees will appreciate you so much if you seek to try to make the office fun and entertaining.

Relevant leadership seeks to connect with people on a realistic and personal level. People like to be entertained. Michael Scott realized this. Many of today's top leaders do not. Even if there is a level of annoyance that you might have to break through - leadership in progress demands that you focus on connecting with employees at a tangible level.

Even if you have to annoy - entertain.

That's relevant leadership.

That's leadership in progress.

The Dichotomy of Micheal Scott: Adventure vs. Professional

Again, we are going to look at the intricately simple leadership stylings of Micheal Scott from The Office. The things that this man does make the audience shake their heads, but it also causes everyone to want to be a part of it. I mean, who wouldn't want to work at The Office? We all would love to work there. And therein lies part of the beauty of Micheal Scott's leadership.

Today we are going to look at the dichotomy of professional vs. adventure. Basically, Micheal Scott is the very opposite of professional. The things that he does and the things that he says are sometimes extremely out of line in the business setting. He can do things that no living professional would even dream of doing. But he also has a lot of fun with these things, too. Granted, people have much of this fun at his own expense, but it is still fun nonetheless. For the sake of adventure and fun, Micheal Scott sacrifices professionalism - and this is a lesson that all leaders should learn.

Micheal Scott did certain things that would be considered breeches of professional conduct in virtually every business sector in the world. He had his employees do the dumbest things. He said and did incredibly innappropriate things. But his employees came to love his lack of professionalism because of the adventure and fun that he brought to the office. People enjoyed coming to work everyday because they knew that their boss would keep things interesting. They were okay with Micheal Scott not being very professional because he brought a sense of adventurea and fun to the office.

Leaders today need to learn from Micheal Scott in this regard. In order to be relevant, leaders need to make work a fun and attractive place to come to. Being professional is great - but having excellent relationships is even better. Sometimes leaders need to lighten up on the professionalism in order to develop better relationships and a better working culture in their organization.

Relevant leaders will learn from Micheal Scott how to let go of a little bit of professionalism in order to bring bring fun and adventure into the workplace.

Dichotomy of Michael Scott: Dumb vs. Genuine

As we continue with our look at the leadership stylings of The Office's Michael Scott - we find a very unique leadership dichotomy of "Dumb vs. Genuine".





Part of Michael Scott is pretty dumb. He gets words wrong. He makes mistakes with understanding situations. He does not know how to interact in many social settings. Basically, Michael Scott is pretty dumb with a lot of things.



But, he is also extremely genuine. There is one example that shows how his apparent stupidity actually reveals itself as genuine. Pam, the artsy receptionist at Dunder-Miflin, had some of her art displayed at a local art show. She invited everyone at the office but almost nobody showed up. And the people that did come only discouraged her. Granted, her art was noticeably inferior to everyone else's art, but Pam was very disappointed and on the verge of tears. Then Micheal Scott showed up. And Michael absolutely loved Pam's art. He was fairly gushing over it - and he even bought one piece! You could easily tell that Michael's genuine enjoyment of Pam's art meant the world to her in that moment.


In that case, some people might only see how dumb Michael Scott is with the art. Pam's art obviously wasn't very good. But Michael had no idea. His art knowledge would be between zilch and zero. Many people would only see how dumb it was of Michael to like Pam's art so much.


But when someone looks deeper, they can see that Michael's genuine heart and personality impacted Pam so much that she will never forget that. Michael is not afraid to be himself. He doesn't know anything about art, but he knows that Pam is important to him. He was just being himself - and he was genuinely impressed with Pam's art. That really did mean the world to her.


Leaders need to take a page out of Michael Scott's book at be genuine with their followers. When leaders are themselves and are genuine - followers will respect and appreciate that. Even if leaders might be considered dumb or unprofessional, they need to be genuine. People matter. Perceptions do not. Leaders need to not be afraid of being dumb if that interferes with their ability to be genuine.


So if you want to be a relevant leader - be genuine with your followers. Even if it makes you look dumb or whatever - be genuine with your followers.

The Dichotomy of Michael Scott

The Office has become a television sensation both in Britain and in the United States. Its subtle comedy and personable characters have made it both a general favorite and garnered a cult following. I know that I have snorted and laughed countless times watching the exploits of Regional Manager Michael Scott and his band of interesting employees. But the show is actually more than just a comedy. It actually reveals how to be an extremely relevant leader. How? Through the dichotomy of Michael Scott.

The dichotomy of Michael Scott? What in the world is that? Well, everyone knows that Michael Scott has certain personality and leadership traits that are not very good. He is clingy, annoying, dumb, and much more. He does so many things that would be considered mistakes in the real world. And yet these same traits and mistakes have advantages as well as disadvantages. There are two sides to everything that Michael Scott does - a good side and a bad side. This is the dichotomy of Michael Scott.

The next few blog posts will go into more detail about the Dichotomy of Michael Scott. They will explore certain aspects of his personality and actions that are two-sided - a good side and a bad side. The bad side is very funny and makes for a great show, but the good side is actually a great representation of relevant leadership.

Indeed, Michael Scott can show us more about relevant leadership than most professional business books out there.

Get ready to explore the Dichotomy of Michael Scott.

Revelant Leadership Begins and Ends with Relevant Communication

Relevant leadership begins and ends with relevant communication.

But relevant communication is much more than just the emotional, function, interpersonal, written, and verbal communication of the past. Today relevant communication comes in the form of text messages, iChats, and inside jokes.

Leaders cannot ignore the ways that normal people communicate with each other. Text messages are one of the primary ways that people communicate, and it needs to be a tool that leaders use to communicate, as well. Text messages are easy, inexpensive, and very quick. When leaders use text messages, they are proving that they are relevant to their followers. What is more relevant than the big boss guy or lady spending a few minutes typing away on a cell phone to text a follower with some information or a quick message? Leaders should shun the protocol of professional business communication in order to connect with their followers on their own level.

Also, webcams, video conferencing, and iChat are getting more effective and easier to use. For people who do not live near each other, it is a common occurrence to utilize the ability of a computer and a camera to communicate. This practice has gone from a rarity for the uber-rich to a daily form of communication for any person with a computer or a laptop. Leaders can easily join in with this communication movement. By using iChats and webcams a leader shows that he or she is committed to relationships through communication. It is not just a long-distance telephone call with an associate or instructions through an email for a follower who is working on the road. Yet using this form of relevant communication enables leaders to not only communicate messages but to also develop relationships and be a part of this technology
movement.

Finally, inside jokes should get more respect as a communication form than they currently do. Inside jokes are one of the ways that normal people communicate. They are a form of communication that shows you have a great relationship with someone. They are a form of communication that is fun and easygoing. Leaders should try to communicate through inside jokes to build friendships and show their employees that they are regular people, too.


Relevant leadership really does begin and end with relevant communication – even if that is a different style of communication than most leaders are used to.

Relevant Leadership is Setting a Personal Example

Have you ever been in a situation where you have witnessed a leader say one thing and do something completely different? It's the classic (and over-used) phrase of someone who cannot "talk the talk and walk the walk". It is hypocritical. It is presumptuous and arrogant. It is poor leadership. But most of all - it is a type of leadership that will not be tolerated by this younger generation.

In order to exhibit relevant leadership, leaders must be able to set an example that matches their actions with their words.

People today are not stupid. From some of the news headlines, you would think that leaders really believed this. Pastors trying to preach one way but then live a life of adultery and greed. CEOs cutting costs and jobs while accepting millions of dollars in unearned bonuses. Politicians expousing honesty in their speeches while being exposed on lies in the papers. You would think that leaders believe they are trying to lead wayward sheep with short attention spans who have to cling to their glorious leader or forever be lost.

But that is not this generation. That is not people today. Followers today are looking for someone to have integrity and character. They are looking for a leader who believes so much in what she says that she is willing to back it up with associated action. They want a leader who is dedicated enough to a cause and a mission that they will lead the effort both commanding and working, in word and in deed.

Relevant leaders need to set an example personally. They need to back up their words with actions. It is a simple concept, but it is vital. Someone is always watching. People need to see their leader set the example of how things are done - not just tell them how to do things. Without setting the example personally, leaders will not gain the full measure of respect that they need to be suuccessful.

Relevant leadership sets an example by backing up words with actions.

So if you say you are a relevant leader... then let's see it.

Relevant With Needs

Every organization has needs. Every person has needs. It takes a great leader to understand which needs are most important and when these needs are most important. Leaders need to recognize needs and develop solutions to meet them. The third thing that leaders need to be relevant with is the needs going on in their organization.

It is one thing for leaders to be able to know their followers on a personal, friendship level. But leaders also need to be able to identify needs among their followers. In order to do this, they need to be relevant with the lives of their followers on a daily basis. They need to be “inside the circle” instead of outside of it. Leaders need to understand what is truly happening in the daily life of their followers and not just the things on the surface. Followers might be needing increased responsibility to further their career, or a break from the stress at work, or an opportunity to do something different. They might need some advice with a certain project. They might need feedback on a new idea. They might need someone to manage a conflict in the office. Leaders need to be relevant enough with their followers to recognize their needs.

Leaders also need to be relevant with the life of their organization. They should not just leave everything to their followers, but they themselves should be an active part of the daily doings of the organization. Leaders should be able to recognize the biggest needs of the organization. They need to know what is working and what is not working. They need to hear the heartbeat of the organization and be able to identify needs. Leaders must be close enough to the organization to be relevant with its needs.

In all and with due respect, leaders need to not be deistic. They cannot just start something and then let it run on their own accord. They cannot call themselves a leader but stand so far away that they cannot do anything about stuff. No. They need to get right into the lives of their employees and the life of the organization. They need to involve themselves. They need to be so close that they can identify and recognize needs. Leaders must be relevant enough with their followers and organization that they can recognize the needs going on in order to solve them.

Relevant With Follower's Lives

In order to be effective, leaders need to be relevant. We already discussed how leaders need to be relevant with the times. The second thing that leaders need to be relevant with is this: their follower’s lives.

Every leader has followers. And every follower has a personal life. They have families, friends, hobbies, and interests. They have likes and dislikes. They have things going on in their life that can either be really good or really bad. And all of these things affect their workplace performance at some level. An employee is not simply an employee; he or she is a person with a life and a history and a personality who simply works somewhere with you.

So leaders need to practice holistic leadership and get to know the whole of their follower’s lives. They need to be relevant with their follower’s lives. Followers need to know that their leader cares about them – not just about their performance at work, but about their lives. If leaders do this, they will gain commitment, loyalty, and dedication from their followers. Their followers will be more motivated to work for someone who actually cares about them, rather than working for a boss who barely knows their name.

Leaders need to be relevant with their follower’s lives – who they are, what their situation is, and everything about them outside of work. It is an easy step, and it will mean the world to the followers.

Relevant With The Times

For the next three posts, I wanted to share a trio of things that I see as being Facets of Relevancy for leadership. These three things are broad sectors in which leaders can show their relevance to their followers. These are things that every leader can easily do, and they are things that every leader needs to do. Relevant leadership is key to a leader who wants to have sustained success with his or her organizational mission and a true connection with his or her followers.

The first thing that leaders need to be relevant with is this: Leaders need to be relevant with the times.

This does not mean that leaders need to be up to date with what Lindsay Lohan is doing or who Paris Hilton is dating. They do not need to be hip to the jive for all of the new dance steps or have a Myspace page. They do not need to wear skinny jeans or own an ipod (although they should…the ipod, not the skinny jeans).

But leaders should strive to be relevant with the times in ways that affect their followers. Leaders should seek to know the trends going on in the world outside of the office. Leaders should try to be aware of the new thoughts and thought patterns of the younger generation. They should look for a general feel and a vibe and sense the subtle shiftings of society.

Followers can tell when a leader is out of touch with the times. Followers can sense when a leader is not trying to immerse himself or herself into the relevant culture. Leaders need to be relevant with what is going on in the world, in society, in the community, and in today’s day.

Relevant leaders are relevant with the times.

Disconnect and Relevancy

What is one of the worst things about leaders and managers? In my experience, one of the worst aspects of leadership is the disconnect that happens between leaders and followers: a disconnect that forges reputations and nullifies successes.

Disconnects have a lot to do with relevancy. Obviously, leaders want to connect with their followers and meet their expectations and goals. They do not purposefully try to distance themselves from their followers or communicate ineffectively with their subordinates. And yet a disconnect still remains. Why? Because leaders are losing touch with what is relevant to their followers.

What is relevant to your followers? Do you even know? There might be several disconnects going on between you and your followers right now – and you don’t even know it. That’s what makes it a disconnect. Leaders have so little relevance with their employees that they do not even know when they are disconnecting with them.

Disconnect and relevance are two of the larger subjects that deal with leadership in progress. We will constantly come back to this because of its importance to followers and subsequent importance to leadership. Start by thinking about this: Are there any disconnects between you and your followers? If there were, would you even know about it?

Just something to think about.

Leadership in Progress

Leadership that is stale will fail. Leadership that does not expand and grow will shrivel and deteriorate. Leadership has to evolve with the times. Leadership has to stay relevant with the generations. Simply put, leadership needs to progress.

And it needs to be happening all of the time. Essentially there should be a sign outside the door of every leader’s office that says, “Leadership in Progress”. Leaders cannot rest on their laurels. Leaders cannot take a few years off. They will be left behind. They will be outdated. They will be passed by people who are working hard to keep their leadership relevant and progressive. Leadership must be constantly in progress. It must constantly in progress.

And that is where this web site comes into play. We want to offer up unique perspectives, relevant examples, and strong encouragements for future and current leaders. In this journey of leadership, it is always good to have a helpful hand from another leader who is plodding along right beside you.

Here’s to progress.

Here’s to progressing.

Here’s to the leadership journey.