As I sit here, working on my professional development, I can't help but let everything I am studying reflect on things happening currently in CBRM.

First and foremost, let's remove the ideas of the "liberal" government or the "conservative" government or even provincially, that the "NDP" government is to blame for this mess at the municipal level. Partisan politics are partisan politics. Every party has their strengths and weaknesses. This approach is often used to confuse and focus people’s frustration in the wrong direction.

Next, lets start breaking down the culturally shift that has happened in last 15ish years. Look at things like, employment trend shifts (people want do work that is valued, vs work that is based solely on monetary gains. Yes, that is a fact, studied and research across North America in the fields of Management, Leadership and Organizational Behaviours), changes in family structures, blending of modern family values and traditional family values, covid 19, outmigration etc. Also with the acknowledgement that our younger generations focus on more sustainability and "greater good" values. We have shifted our focus to ethical decision making now more so than ever before.

These factors would indicate that we are standing in front of a challenge.

Now let’s take that and contrast it with the leadership we have seen, and are currently watching unfold with this latest election.

We should now be asking ourselves "what is leadership?".

How do we personally define it?

Have we looked to see how the concept of leadership has evolved, or are we going based on what we consider to be leadership characteristics?

When we look to what actual leadership is in the 21st century, we may find ourselves at odds. We may also realize that we often confuse someone's charismatic personality, as qualities to lead. Which in fact can be the cause as to why our current leadership is failing.

There are two concepts to addressing change.

Technical problems, which are issues that have been dealt with before, and leaders can use that past experience to overcome said problem. Technically, these issues do not require leadership, rather they need to have a capable person in a leadership role, to navigate a team through effectively. They may also be asked to do that chore more efficiently, which would not only complete the task but also cut costs, decrease time, etc. (Yes, effectiveness and efficiency are not the same thing, and that is very important to know).

Then we have what we call adaptive challenges. These are moments when a change is presented in which there is no clear answer to. This challenge in itself, is outside the scope of a technical problem. This means that, in order to overcome said challenge, its requires the input and engagement of many stakeholders (not shareholders, those again are not the same thing). This is where our traditional leader, does not shine. That charismatic, take charge, lead with a loud voice, does not work. In fact, it will cause the challenge to be met with a technical answer, and the challenge will therefore not be addressed, creating a constant wave of upset, and a cycle that continues to repeat itself.

If a leaders misdiagnoses the change, then the wrong approach will therefore be applied. This misdiagnosis is often caused by ones ego and will have are large negative affect on the stakeholders.

Leadership in adaptive challenges must be open, engaging, diverse and cooperative. They must seek out how to make the greatest impact, with the most diverse representation of said stakeholders. They must be looking to create new and innovative answers, because in an adaptive challenge, there is no previous answer. This means creating a change in our social lives that reflects that of as many people as humanly possible, that are affected by this challenge. It means being open to the possibility that said leader maybe not right, and that they may very well may not represent a group in its entirety. They must be willing to re-examine their approach. Not being inclusive in a society leads to apathy, disenfranchisement, and marginalization.

So, as you think about the mayoral candidates please consider more than their words. Do they engage with you when express an alternative view or opinion?

Do they look to bring your opinion in on their platform or are you dismissed, blocked or attacked?

Are their opinions based on fact or fictions, or their understanding of the situation, even if it’s incorrect in its entirety or partially, or do the argue that they are indeed still right?

Do they concentrate on a attitude of working together for solutions, or to attack and destroy their running mates?

Do they exhibit a desire to learn and grow, or do they spit out past experiences as their "knowledge" to guide us through these never been seen challenges?

Do they preach that they "know what the people need", yet only engage with those who are likeminded?

If you can answer yes to any of these questions, then please, open your mind, look beyond the words. Ask questions respectfully, and share your own vision. Engage cooperatively, and if that potential leadership engages with you, then again....

Consider what those words truly mean. Are these words driven by facts or merely perceptions of "what we need"? Forget the hurt of our municipality and what the past was like, and acknowledge that the right leaders don't have the answers.

The right leaders uphold and champion the desire to unite and overcome for the greater good of everyone, through diversity, compassion and humility.

What we are seeing is not leadership, what we are seeing are egos that have disguised themselves as champions, and therefore are trying to convince you that they are only ones capable of leading.

We cannot survive another technical leader...


For more information on Leadership please see Ronald Heifetz. Heifetz is the founder of the Center for Public Leadership at Harvard Kennedy School and coauthor of The Practice of Adaptive Leadership (Harvard Business Press, 2009) and the best-selling Leadership on the Line (Harvard Business Review Press, 2017