Invisible leadership feels more like doing the best things without yielding power. Invisible leaders influence the system and people by being a partner.
“A leader is most effective when people barely know he exists. When his work is done his aim fulfilled his troops will feel they did it themselves.” Lao Tzu
How do you select hire, measure, and retain invisible leaders? Now that’s the rub. Well, if they love what they do (and they’d have to) retention is probably not the issue. Finding invisible leaders will take more work and a whole new mindset toward hiring criteria. The behavioral interview, so popular today, might not work to find the best invisible leader.
The same applies to facilitation. Somehow this relates to presence, more to do with being than doing. Hence the problem with behaviour-based evaluation.
