I have many conversations with clients and others about how important it is to enrol your team into your leadership – and ultimately – YOU.
After all, as a leader you are engaging your team and others into you and your vision. They are looking to you for leadership albeit even at a basic level for a role, a task, a purpose. Even as a parent you lead in this respect.
Its well know these days that an empowered, connecting and common purpose is a fundamental motivator for a high performing, well engaged workforce.
I’ve heard many complaints over the last month about how teams don’t speak up, aren’t proactive or don’t think for themselves. They should know how to just get on with things right? Why do they keep taking up your time by asking questions – even worse the same questions!
Or the other popular complaint: team members not speaking up in team meetings, or indeed at other crucial times when something is going on. There is big consequences to that of course – you want better client relationships, quality of service, client satisfaction – they may be hiding poor service, mistakes or withholding potential golden information about client opportunities.
You are frequently hearing the sound of your own voice…complaining or saying the same spiel to keep things moving and it can be pretty lonely in that place.
Now, where is your part in this? Check in with yourself and ask the following:
- Realness – now this is a biggie. How REAL are you being with your team? Yourself… truthful…open & honest about your frustrations or purpose. Its very common (some may say human nature) to put up a facade, persona at work – especially in leadership. This usually comes down to concerns about being ‘found out’ or believing we need to look ‘competent’, ‘strong’ or my personal favourite ‘all seeing, all knowing’. It’s a very different mindset to be in partnership with your team
- Communication – have you communicated not just tasks but the bigger picture? Especially if you are noticing some dis-engagement. Its so important to communicate vision and INTENT as well as the practical stuff. How else do teams know what the purpose is or what they are going for? I hear a lot of clients assuming that their purpose or expectations are known
- Open Your Ears and Your Heart – its all very well saying, ‘I want to hear from everyone’ in a team meeting but do you REALLY? Do you listen and seriously allow your team to speak freely, put ideas forward – even if you don’t agree with them? Do you ask questions, get curious? And are there other ways in your day to day behaviour that you dismiss comments, concerns or ideas? There is usually a much bigger cultural picture that stems from patterns of behaviour. You may be all ears in a team meeting but do you dismiss day to day comments outside of this? I’ve seen this happen many times!
This is no-ones fault of course, if your team aren’t responding or being as proactive as you would like. Its just as it is right now. That’s what I am passionate about – that leadership is always learning, growing. There’s no right or wrong to how things are – it just is what it is.
What’s more important is whether your current behaviour is working, serving you and your organisation well. Not just in terms of numbers but the quality of day to day work life. If you want something different from your team or the context has shifted – something different is required from you and them. Herein lies your golden opportunity.
How great is that! Some of our greatest challenges or changes can be a huge fertile ground for growth…
‘When you change your behaviour you can transform your experience and how people respond to you’