Idiosyncrasies do not make it a Priority

Everyone has idiosyncrasies.

Leaders (because of their position) often have unbridled quirks!

For some strange reason leaders (celebrities) believe that they deserve special treatment and accommodation of their quirks!  That is a very self-serving behavior!
 
"Giving in" to a leader's idiosyncrasies is often an effort in quelling an immature or uninformed need...and often one that actually disrupts real progress.

It is like...throwing a fit and saying...nobody works until I get my chocolate covered raisins!   How childish!

I have seen leaders with some strange quirks!  Examples include:

I need 3 cups of coffee before I meet with anyone...

Every one's "In Box" must be on the left-hand side of the desk...

Everyone on my team will only wear black shoes...

Evey person must address each other by their full given name...no nicknames...

I bet you can think of even some better ones!

Although most are, at most, a bother...they ultimately will spell the demise of the leader or worse...the team, a department, or an entire organization...

Effective leaders recognize their idiosyncrasies and put them into the proper perspective...

Idiosyncrasies are powerful drivers...but most of the time...they drive people in the wrong direction...unless they add specific measurable value...and are directly related to the needs and goals of the greater good! Do they take you closer to what you want to achieve...or are the efforts that they drive related to satisfying a weird hunger?

I have always reminded the people who work with me...that my idiosyncrasies should and will not make it some other person's priority...

If it bothers me...and it does nothing more than quell some weird psychological need and adds no value to the overall effort...

The only one who needs to be motivated by the idiosyncrasy is the person who has it...

Most idiosyncrasies are of little or no value!  They should not become part of setting the priorities of tasks...

A good leader recognizes when something is really important and when it is just a quirk!

The acid test is simple..."Does it matter to anyone else?"

If not...then it probably is simply a quirk!

If it matters so much that the leader needs ti get it done and they divert progress to accomplish it...they should...

Seek psychological help...
Submit their resignation...or
Do it themselves and let their team finish what they set out to do...

Idiosyncratic needs of a leader does not make it a priority...and the great leaders recognize that!