The way you engage people in the change you hope for the world will vary greatly depending on whether you think they are "uneducated", "lost", "disingenuous", “dangerous”, or on the contrary, "intelligent", "sharp", "capable", “more competent” than you in some areas.
Liz Wiseman and Greg McKeown's book called ‘Multipliers: How the Best Leaders Make Everyone Smarter’, triggered useful reflections for leaders. It reveals insights for changemakers striving for individual and organizational transformation in favor of a more resilient, sober, nature-centered, and humanist world.
Who am I? A diminisher or a multiplier?
According to Wiseman and McKeown, there are two types of leaders:
“The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest one in the room. These are the diminishers
(...) On the other side of the spectrum are leaders who use their intelligence to amplify the capabilities of the people around them. These are the Multipliers.”
Seems pretty straightforward and easy, right?
Well, spoiler alert, the distinction is much more subtle than it appears. Depending on the context and our stress level, we can all act as diminishers or multipliers. Often, diminishers do not act this way intentionally.
To disarm internal resistance, I am willing to act vulnerably (believe me, this is uncomfortable) in sharing my own struggles and discoveries:
I recall feeling encouraged when discovering behaviors, stories, and tools empowering me to keep acting as a change multiplier in my organization and within my team.
Yet, I also remember how frustrated and ashamed I felt when I discovered the results of the multipliers’ quiz: “You may accidentally act as a diminisher”.
As an example, I discovered that one of my key strengths, my sense of creativity aka “Idea Fountain Tendency”, could possibly cause organizational whiplash.
If my intention was to bring value and stimulate ideas in others, it might also overwhelm them in shutting down.
What a shock to me! After years of leadership training, I thought people should leverage their strengths rather than focus on their weaknesses!
Activating towards change
After a hard swallow, the coach in me was able to reconnect with my growth mindset. I, therefore, searched for tips to navigate around such risks and leverage my strengths properly.
This anecdote shows that this question of "multipliers" vs. "diminishers" requires more attention than it seems. Also, to underline the risk of dichotomies like: "it's black or white".
So, with that in mind, what can you do to act as a change multiplier?
First, I invite you to take the quiz.
Take the time to welcome the insights. It is only a guide and not an absolute truth. That said, it can hide valuable gifts for your development and impact.
Next, start observing your mindset and test some of their practical tips to shift your behavior!
Last but not least, keep an eye out (sign up for the newsletter if you haven't already) for the next chapter in the series!!! We'll explore ways to position yourself as a "change multiplier" to engage your ecosystem!
“Be an encourager, the world has enough critics already.”
Feel free to share how such an article resonates with you, I’d love to know. Besides, if you want support to become the leader you want for the world you expect, contact me! Here is a form find to further elaborate your ambition and challenges: English