It has been a year none of us will soon forget. However, it’s also an opportunity for those interested in leadership development to hone their skills. Many times this year, I told my team that they needed to rise. If nothing else, this year demonstrated to managers that tough conversations have to happen with their teams. And, when you do it from a place of integrity, it’s something that everyone appreciates.
As you know, there are times when you help no one, including your team, by denying or sugarcoating truths. Leaders who care about the discipline of leadership understand they work with adults. Moreover, they have faith that those who work for them can rise to the opportunity presented when things are less than optimal. For my team and me, it’s been better for us to speak the hard truths. And I believe that because of it, we have risen again as a group, especially with our social enterprise.
If you come and visit my fundraising company in Florida, you’ll find a cool environment to work. And even during these challenging times, I still ask my team what they need to do the job. In other words, I’m willing to invest in what’s required financially. Even during those early moments of high stress, I asked that question more often—just as I also asked them to rise as a group to help us overcome. It involved many truth-telling conversations, which tested my leadership and that of my team of managers. Nevertheless, we minimized excuses, and everyone felt empowered to go above and beyond. Our stabilizing and thriving this year goes to show the power of patience and facing things together as a team.
Why would anyone want to be less than the best?
In business, any business, I don’t support or condone entitlement. No one is entitled or should feel entitled to anything, including the leadership team. As you know, that’s not how businesses—or life—work. For our company, we do what it takes to keep everyone motivated. But, the exchange is that we expect top performance every day. And, when the going gets tough as it has, we expect everyone to work harder for all of our success. I believe when you create an environment that rewards the best, most people rise to the occasion.
Let’s face it; none of us wants to have tough conversations with members of our team. They’re not fun or easy. But, it’s essential to face the reality that sometimes leadership means having the tough conversations for the greater good. The fact is that once you allow people to slack or believe they can game the system, morale begins to plummet, and your organization starts to suffer death by a thousand cuts. It’s not fair for the hard-workers on your team. It’s not appropriate for your customers or the people you serve. And it’s not fair for anyone who’s ever wanted a chance or opportunity to get ahead and wishes they could take a spot within your group.
3 Ways To Have the Tough Conversation and Improve Leadership Development
If you think, like me, that leadership development means having those tough conversations at times, allow me to share my views on three approaches to take.
1) Listening & Respecting Differing Opinions is Valuable for Leadership
One of the most important lessons to learn in leadership is the art of listening. As a leader, times come up when you need to have tough conversations with your team. However, you also want to hear what they have to say to you. If areas exist in your company where you could improve, you want to know about them. As a result, it means that you have to become humble. Listening to what your team has to say to you doesn’t mean you have to agree with them. However, respectfully and mindfully listening to their ideas and opinions could provide you with insights you don’t have from your leadership vantage point.
2) Just Because Someone Joined Your Team Doesn’t Mean They Are Sold
As we know, there’s a lot of unemployment at the moment, which is hard for countless families. From a business standpoint, if you seek to hire, you have many great people out there. But, don’t be surprised when someone joins your team with their primary motivation being money. That’s okay. Meaning, when they join you, they may not yet be sold on your work, mission, and ideas. For instance, I’m happy to have people who join who are motivated by money. That’s awesome. I then think it’s my job to ensure that our company culture is one where they find meaning. You see, I also know that money is great, but when you create a purposeful environment, you shift from surviving to thriving as a company.
3) Challenge Your All-Stars to Be Better Because Everyone is Watching
Finally, if you are in a leadership position, then you know that your company has some rockstars. There are just some people that make things happen and are excellent at what they do. That’s awesome. However, as a leader, you mustn’t allow the halo effect to cloud your vision. Let’s face it—we’re human. Because of it, it means there’s always room for improvement (check out personal questions to ask yourself to grow). Make no mistake about it; everyone watches and knows how you treat the rockstars. So, while it’s great to support and encourage them, when they inevitably fail or don’t meet expectations, challenge them. It sends the signal that no one is above improving, and there are no “favorites.”
In sum, leadership development is a career-long process, and during challenging times it’s more important to keep pushing and speaking truth to drive forward the necessary changes you need to adapt in the current business climate.
© 2020 Wayne Elsey. All Rights Reserved.