Highest and Best Use Leadership with Robert Jordan

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One of the most frustrating things that I see when working with leadership teams is people in seats that aren’t the best (or sometimes even a good) match for them. What I mean by this is, there are leaders who might, under different circumstances or in a different position, really thrive and show up as the absolute best version of themselves, however, that isn’t the case in the current circumstances they find themselves dealing with. 

There are a number of reasons this can happen… For example: the person has been elevated into leadership based on a skillset that has nothing to do with leadership but was the only way to be compensated appropriately for what they were capable of; the size and scale of the business has changed and the skills that made them successful previously aren’t as useful anymore; their ego won’t allow them to admit the role they have isn’t ideal for them because of the optics (or otherwise)... and the list goes on and on. 

I think one of the reasons I find this so frustrating every time I come across it is because there’s often some attachment to a story about how things “should” be, and how leaders “should” show up, that is driving the mismatch of leader/position/organization/etc. 

The whole mentality that there is a one-size-fits-all approach or a right way for things to go is part of the problem from the outset. Because, the reality is, there are so many variables when it comes to leaders, organizations, and structures that it’s impossible for there to be ONE way that is going to solve or address all of it. 

Bob Jordan, co-author of the book, “Right Leader, Right Time,” as well as the Founder and CEO of Interim Execs, shares a framework for four winning styles of leadership on this week’s podcast. 

Not only do I think Bob is a gem of a human and that this was one of the most genuinely fun conversations I’ve had in a while, but I also think this framework is incredibly helpful when thinking about our own leadership style and what we need in our organizations. 

The leadership styles Bob outlines for us are: Fixer, Artist, Builder and Strategist. 

It’s very clear from our discussion that The Fixer is the type who is drawn to crisis and really thrives when leading through change, crises, and the like. They tend to be attracted to troubled organizations, clients, etc. 

The Artist is more innovative and creative, and is looking to mould things the way they want them to be. 

The Builder is someone who can scale a product, business, or otherwise – they thrive in the building up of things. 

And, The Strategist is someone who can lead large, complex organizations and doesn’t need to be involved in everything as it comes up. 

This simple framework is so powerful when it comes to helping leaders assess who might be a good fit for what role and in what way. It can also help leaders identify gaps in their team, and prepare for what the future may hold. 

According to Bob (and Gallup), 90% of leaders are in the wrong role. Imagine what would happen if, collectively, we could start to shift that and move leaders into roles that best serve them, as well as the companies they’re in. What a game changer!

This conversation is not only full of powerful information, it’s also rife with joy, and laughter, and genuine connection. I adored my time with Bob, and I hope you get as much out of it as I did.

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Robert Jordan has launched companies and helped other owners and investors build their companies for 25+ years. After founding the first Internet-coverage magazine in the world, Online Access, and landing on the Inc 500 list of fastest-growing companies, Jordan sold the magazine and began taking on interim CEO gigs. High multiple company sales and IPOs followed. 

In 2007 he started an online network for interim executives around the globe, expanding to 2,300 executives from 45 countries.

He is also Co-Author of the recently released book, Right Leader, Right Time. 

To learn more about Interim Execs, visit interimexecs.com. To purchase the book or to take the FABS Leadership Assessment, visit rightleader.com. You can also connect with Robert on LinkedIn (@robertjjordan) or Twitter (@Interim_Execs).