A Look Inside the Leadership Point of View Experience

October 19, 2021 Doug Glener


In a perfect world, your leaders are inspiring, people know how to succeed, and everyone is engaged. In the real world, leaders are a source of tension, people aren’t sure what to do, and employees are disengaged.

A few distressing facts show how dysfunctional the typical office is

  • 75% of workers say the most stressful aspect of their job is their immediate boss[1]
  • 54% of workers are “not engaged” and 14% of workers are “actively disengaged”[2]
  • 50% of employees don’t know what is expected of them[3]

Leaders not understanding either their leadership points of view or how they affect others is a cause of these troubles.

Most leaders haven’t taken the time to reflect on their leadership values or how they want to lead. Because of this, direct reports have little insight into a leader’s motivations. This can leave them confused by their leader’s actions and suspicious of their intentions. Misunderstanding, lack of trust, and disengagement quickly follow.

But you can create a dynamic workplace with Leadership Point of View (LPOV): a transformative learning experience that takes leaders on a journey of self-understanding.

LPOV helps your leaders identify experiences that shaped how they lead. Blanchard coaches assist them in developing a compelling narrative that turns these pivotal events into a leadership story. Leaders then share their journey with their colleagues.

Sharing a Leadership Point of View is a deeply personal experience that wins the hearts of listeners. By being vulnerable, leaders reveal themselves and their leadership philosophy. People gain a new perspective of their leader and a better understanding of their motivations. A leader is freed to be more authentic and inspiring. Their people find a renewed commitment to working with them.

Several Blanchard leaders recently participated in the LPOV. We asked them to share their experiences.

What was your biggest challenge before sharing your LPOV?

Lindsay Ray, Senior Director of Client Services: Before discovering my LPOV, I had never taken the time to dig deep and really consider what life experiences have defined how I lead today. I get stuck in the trap of thinking “there is nothing that interesting about me,” so I had to do some real reflection. I felt a bit nervous and unsure about what the outcome would be. 

Diana Johnson Urbina, Head of Coaching Services: I tend to be action oriented. I make fast decisions, with the intent to test each idea. It’s rarely a final decision when I make one. Some of my people were struggling to believe this. They perceived me as dictating how things should be done, and I never intended them to feel this way. I was disappointed to learn that some had made these assumptions and I was frustrated with the resulting dynamics on my team.

Richard Pound, Vice President of Indirect Sales: People knew me, but didn’t know how I became the person I am. Sometimes, they didn’t understand why I considered something important. That could be frustrating to me and those that I work with.

What was your LPOV experience like?

Richard Pound: It was a discovery experience. I say “discover,” as your LPOV is already inside you, but the process I went through helped me surface, clarify, and articulate what is important to me as a leader. It helped me understand my core personal values and share the events in my life that have shaped me as a person and as a leader.

It was a very safe, supportive, and rewarding experience—and a challenging one because I had really dig deep to explore the experiences that made me who I am.

Diana Johnson Urbina: The experience I had with my coach was wonderful. It felt like a chat with an old friend about how I came to be the leader I am today. I was given an opportunity to share how my experiences shaped me and what I value. I was able to draw a clear line between my values and expectations.

Lindsay Ray: It gave my colleagues a frame of reference about me that they never would have had otherwise. It put language to my values, and gave me something to refer back to, especially when things at work are challenging. 

What changed after sharing your LPOV?

Diana Johnson Urbina: Everyone was so appreciative that I was willing to share and be so open and vulnerable. It helped them connect with me. Some of my team members who were guarded became more open and felt more comfortable with my leadership approach. I asked them, “Given my values and expectations, where are we aligned and where are we at odds? How can we navigate the gaps we have?” They felt comfortable to answer honestly.

Lindsay Ray: My people reacted very positively! Everyone was supportive, asked great questions, and was genuinely interested in learning more about me and my story. We felt closer because of it. Some of the stories I had shared only with the people close to me, so it was a big step to share them professionally. 

Richard Pound: My team had a better understanding of what to expect from me. They also knew what I would expect of them. This deeper understanding was extremely valuable. My people also really appreciated me showing that kind of vulnerability.

Sharing my key values was also helpful. People understood why I do what I do, and why I am what I am.

Because my people now had a much better understanding of my priorities, they are more committed to accomplishing things I consider important. I feel empowered to be a better leader. And being a better leader improves the lives of the people you lead.

Anything else you’d like to share?

Richard Pound: This has been an invaluable discovery process for me, and I see the real impact that it has had on the way that we work as a team. Going through the LPOV process with my work colleagues was also very rewarding. I learned more about them and built deeper relationships.

Lindsay Ray: It was thoughtful, deep, and inspiring to hear the story of others. Overall it was a wonderful experience! 

Diana Johnson Urbina: To sum up the impact it had,it improved psychological safety for my team. It gave them permission to be real. Now we all operate at a much more authentic and appreciative level.

How about you?

Ready to start your leaders on their journey of self-discovery with Leadership Point of View?  Visit the  LPOV information page on the Blanchard website.  Interested in learning more about the LPOV process from a first-hand experience?  Join us for a complimentary webinar on October 20, Creating and Sharing Your Leadership Point of View.  The event is free, courtesy of The Ken Blanchard Companies.



[1] https://www.mckinsey.com/business-functions/organization/our-insights/the-boss-factor-making-the-world-a-better-place-through-workplace-relationships

[2] https://www.gallup.com/workplace/313313/historic-drop-employee-engagement-follows-record-rise.aspx

[3] fastcompany.com/90679528/i-spoke-to-5000-people-and-these-are-the-real-reasons-theyre-quitting


About the Author

Doug Glener

Doug Glener is the senior copywriter at Blanchard®. He earned a BA in English from Vassar College, is the author of two books, and has written for Harvard Business School, Training Magazine, Chief Learning Officer, The Financial Times, The United Way, First Lady Hillary Rodham Clinton, The Holocaust Museum, The Norwegian Tourist Board, Michael Jackson, and many other renowned individuals and organizations.

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