The Maturity Factor: Be Careful Who You Follow

Hello friends, I have heard from many of you about my latest posts on emotional maturity! Thank you for taking the time to drop me a note! And I have enjoyed writing this series on Larry Liberty’s book, The Maturity Factor. It’s an opportunity to reflect on what I learned - how he unravels a “great mystery of leadership”. The book’s premise helped me along my leadership journey to becoming a wise and seasoned leader; it explained some things about what leadership is and more importantly, WHO is leading me. It was a refreshing, insightful, and lifechanging lens on the concept of leadership and maturity within our organizations. The book talks about how emotional maturity plays a critical role in shaping leadership behavior, decision-making, and company culture – from the people hired and who and what types of people leave. Is there a pattern?

Who’s Leading You?

Have you ever wondered why you got along with some “leaders” you encounter and struggled to understand others charged with leading you and/or your team or organization? Have you ever asked yourself why a “grown” person is till acting immature or still stuck in an adolescent “mindset” or behavior? Do you question your own sanity at times? What is the “great mystery” of leadership? Take a deep breath in, because I will unlock that secret for many of you. As a macro social worker, and a wise and seasoned leader, unlocking this “mystery” set me “free” … so let me begin.

Liberty’s work talks about four levels of maturity that can be found in organizations. Within an organization, there are varying maturity levels, and the related behaviors, which means different leadership approaches and diverse perspectives to their work. I would go so far as to surmise- in life as well. There are two different groups Liberty considers to be the “adults” and two groups he describes as the “adolescents”. This week’s focus is on the “adults” in the organization, or also known as “the adults in the room”. There’s a lot to unpack!

• Wise Adults: Seasoned. Responsible, Reflective. These individuals have developed emotional intelligence, sound judgment, and reliability. They possess a mature and keen understanding of organizational dynamics. They contribute maturely to the organization, focusing on long-term success and the importance of nurturing relationships. They act as mentors, guiding others with their experience and emotional intelligence. These individuals comprise merely 5-10% of organizations. Deep sigh…
  

  Wise leaders are developed, not born. And development is a process, not an event.  Wise adults are authentic leaders, who can cultivate trust, are relatable and inspiring; they’re also brave – this is someone who understands that the organization’s mission and its work is bigger than one individual; not looking to take all the credit for its success. It’s for the greater good.

• Young Adults: Enthusiastic, energetic, and often idealistic individuals. They are open to learning but may lack the experience or wisdom of older colleagues. Young adults in organizations are eager (sometimes too eager).  And in contrast, exhibit a reluctance to take on additional responsibilities, that unfolds their leadership potential. I see them as “wise adults in-training”. They have occasional fallbacks. To build their resiliency, they still need guidance from wise adults to help them grow. These individuals, according to Liberty, make up 15-20% of the people in organizations.

I love my work as a coach engaging with this group! Comprised of younger millennials, those folks who are entering their 30’s, or are part of the Generation Z, our youngest and newest members to the workforce! They tend to be adaptable and open to learning but may lack the broader perspective and emotional maturity that comes with time and experience. And based on my work, I tend to think some of their technical & people skills have been stunted or slowed down, impacts of COVID lockdowns; their learning and initial entry into the workforce, experiences were often in a remote setting, limiting access and exposure to opportunities for “people-skills” building. I have found that organizational/leadership models that use remote/hybrid settings can leave young adult staff at times feeling isolated with limited support to guide them in their “people” skill building leadership development. That’s where my work as a coach comes in!

So, congrats if you find yourself in one of the “adulting” categories described above. Sadly, you may be in the minority within your organization. Being an “adult” in the organization requires an ability to navigate conflict, to understand different perspectives, and contribute to collective goals with emotional intelligence. In other words, like an “ADULT”.

Be careful who you follow.

Liberty uses the term “high-functioning adolescents” to describe adults who have the technical skills and intellectual capabilities, yet they still display immature behavior. They may appear competent on the surface but can create challenges. And from my own leadership journey, I’ve been subjected to the repercussions of and witnessed the consequences from ignoring the leader’s emotional maturity. Who’s leading you?

Thanks for reading – While writing this post, Aretha Franklin’s 1985 hit, “Who Zooming Who?” came to my mind. So, here’s the Queen of Soul - Aretha. Enjoy!

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Weekly wisdom, in their own words:

“Becoming a leader is synonymous with becoming yourself. It is precisely that simple and it is also that difficult.”

-Warren G. Bennis (1925-2014)