This month’s leadership quote:
“Wisdom is knowing the right path to take; integrity is taking it.”
–M.H. McKee
This month’s leadership quote:
“Wisdom is knowing the right path to take; integrity is taking it.”
–M.H. McKee
Working with CEOs over the last dozen or so years, I observed several common traits in those who successfully grow their businesses. I have written in the past about the importance of having a vision, having the right people, and having strong execution. Another more subtle characteristic shared by successful leaders… They seem to have an incredible “capacity”.
Webster defines capacity as…
It’s this facility for maximum output that I am referring to. The ability to take on more, to handle more stress, to be present regardless of outside circumstances, to simply do more. It’s more than ability, it’s well, capacity.
And, here’s what I observe… while these leaders may very well be able to handle more and do more than others, it is also their ability to choose. To make a choice, to say no more often than they say yes; and most importantly, they accept that when they choose, they may disappoint someone. And, they allow themselves to be okay with that.
Feedback is a gift. It is an opportunity for personal development and ultimately leadership development. And, it is hard; Very hard.
Not sure which is harder, giving feedback or accepting it. Recently I was with a small group of Vistage Chairs, several of us long tenured, and we were discussing this very topic. In fact, we spent a couple of hours working with each other to improve our skills at both. I mention long tenured, as a reminder to myself, that no matter how skilled we think we are at this, it is hard, and requires constant practice.
Here are the reminders I heard…
When giving feedback:
When receiving feedback, remember it is a gift
When I began this blog about flexibility, I googled the definition and the first definition that came up was this: the quality of bending easily without breaking.
Which begs the question, how can we as managers find a way to bend our expectations to accommodate different styles of work, without breaking our culture?
It’s become a new trend for CEOs to require folks, who previously worked at home, to come to the office. The reason given is culture.
But, what about the high performing employee who prefers to work on their own schedule, at least for a few days a week? What are the consequences to this person’s performance when they must adhere to this new structure?
The thing I am reminded of each day is despite our common humanity, our styles vary. Some of us like structure, others feel more comfortable with variety. While the need for flexibility is attributed as a common trait amongst millennials, my experience, as with most of our differences, is that personality style is the driver. For example, introverts prefer a quiet work environment, extroverts want people around them and want to engage throughout the day.
Which brings me back to the question, what do each of us need to do to bend our expectations and structure to accommodate different styles without breaking our culture? Perhaps if you ask, your team may have the answer.