Pseudo Leadership and Safety Culture

"Search Amazon.com using the keyword “leadership,” and you are rewarded with a list of over 144,000 titles. There is no shortage of books and articles, many of them well written, with excellent ideas. So why is there still a constant cry for effective leadership in organizations? Often, the person in charge has personal blinders that prevent them from seeing or understanding how to implement the newest leadership idea or method. Either deliberately or subliminally, there is a disconnect from learning about leadership, and actually modelling and implementing what has been learned. Some current research in leadership theory can provide insight and tools to address this issue. INTRODUCTION Let’s start with a discussion of terms. Pseudo is defined by Webster (2015) as “Being apparently rather actually as stated.” Synonyms include affected, assumed, contrived, fake, false, phony, pretended, and artificial. Antonyms for pseudo provide additional clarity, especially when we consider terms normally associated with effective leadership: genuine, natural, unaffected, unforced. A similar type from my world of academia is a pseudointellectual, “A person exhibiting intellectual pretentions that have no basis in sound scholarship” (Dictionary.com, 2015). This is a person pretending to have an interest in intellectual activities for status; a fraudulent intellectuality. The thought of applying the term pseudo to leadership first occurred to me while reading Power and Innocence by Rollo May (1972). In discussing the dynamics of power, and how the innocent are often victims of the exercise of power, especially the more aggressive and destructive types of power, he saw two types of innocence. The first he called authentic innocence, which he described as a childlike clarity that carried into adulthood. The second type he called pseudoinnocence, a type of naïveté that makes a virtue of powerlessness, weakness, and helplessness; being more childish than childlike (p. 48-50). Just as there is the potential for pseudoinnocence and pseudointellectuals, it is also possible to experience pseudo leadership. (I hope the gentle reader is not troubled by my decision to use pseudo leadership as two separate words, in contrast to the use of compound words for pseudoinnocence and pseudointellectual cited above. Since there is no official definition of pseudo leadership, I have exercised my author’s prerogative to treat it as two words, both because I think in this particular application this makes the most sense, and also I think it is easier to read). As we will see, there are numerous theories applied to leadership. What is so troubling to many of us in organizations, there are a myriad of “leaders” in companies espousing pet theories, but very few instances where the actions of these individuals match their words. This is a particularly important problem when we look at the effect this has on the day to day operations of a mine, and where effective leadership (or its absence) can have a profound impact on both productivity and safety."