The Dynamics Of The Inner Circle

Being an authentic role model is a critical issue for the leader of leaders, which is why so few are successful. Accepting oneelf as a role model requires a high state of consciousness and a realization of power and influence.

It means how one listens and responds so that people in the inner circle feel understood. Without these ingredients of genuine dialogue existing between those in the inner circle, the group cannot function as a true inner circle.

In a functional inner circle, where genuine dialogue occurs, the level playing field takes place organically. When this is the case, the leader of leaders may not be readily identifiable because, ideally, the inner circle positions leadership where it belongs—where the ability to do the job is. 

Here is where the leader of leaders shows their true metal, giving over their power to the one who steps up to take on the job. In this instance, the leader of leaders becomes another member of the inner circle to assist, not lead.

For some, power can be difficult or even impossible to give to another. So that even if power is granted conditionally, it is still a failure of leadership.

The leader of leaders may consider their position to be a permanent one. If they believe this or act in this manner, they are mistaken.

I have experienced this dynamic myself. Over time, changes are inevitable. As they and their inner circle age and mature, serendipity and events force changes. This has occurred in what was my inner circle. Roles have shifted. I remain my own leader,  but I will never again be the leader of leaders. Instead, former members of my inner circle have become my leaders.

This change in our behavior towards each other is telling. Perhaps it means that I was a good leader of leaders, and they give me back what I gave them. I hope this is true and that Lenette and I were good role models. She and I did what we did out of respect and regard because we were teachers, first, last, and always.

So now I experience those I led leading me.  All are my family, or at least I feel that way. Without a doubt, I am dependent on their eyes and ears for most activities, and I am grateful for being in their hands.

I have also discovered a powerful truth. Lenette was helped to die, and I am being helped to live. Thank you, my leaders of leaders.

Author: Sy Ogulnick

Sy Ogulnick received a BA from UCLA, Teacher’s Credential from Los Angeles Board of Education and completed phase I (Master’s portion) in a Doctor of Behavioral Science program at California Coast University. Sy leased and operated a summer day camp in LA. He and his wife then purchased virgin wilderness land in Northern CA, where they built and operated a coed summer camp. They moved to Las Vegas, NV, and purchased, built and operated a community children’s program for families staying in a major resort casino in Las Vegas. They have created programs for children nationwide that employed many people and in the process developed successful training programs for personnel. This led Sy to lecture on how to train staff and the creating of community within the workplace. Sy was then invited to speak at professional conferences on how best to hire and train employees, which led to his becoming a consultant in the art of improving relationships in a work environment and eventually to his epiphany that “Leaders are the primary problem and the answer to the personnel issues that arise in the workplace.” Sy has written numerous papers on the subject of interpersonal relationships, leadership and power. He has lectured throughout the United States, has been interviewed by the media and has appeared on many radio and TV talk shows

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