I have a friend that is getting frustrated with her new boss.
The new boss has made several mistakes that are impacting his employees. However instead of admitting what he doesn’t know, and owning his mistakes he either blames someone else, or acts like he doesn’t care.
My friend could understand and overlook the mistakes, however, the lack of ownership is causing the entire team to question the integrity of their new leader and eroding their trust.
Have you ever seen the movie Up? In the movie there is a talking dog that chatters away until he sees a squirrel. Instantly all other conversations and thoughts cease and he yelps “Squirrel” and turns his head to watch the squirrel.
[Tweet “Have you ever been distracted by a squirrel? “]
A few weeks ago I had an opportunity to interview Seth and Chandler Bolt via Google+.
Prior to the interview I had just a few hours to take a brief look at their new book. I was hooked instantly because:
How it all started: The two of them were visiting one night and realized that the successes they’ve experienced are rooted in lessons their parents taught them. (Lessons they did not always appreciate, lessons they sometimes took for granted, and lessons that many of their friends never received.)
As that realization sunk in, they decided to write a book to share those lessons with others and to give their parents a lasting legacy. What they’ve created is as unique as they are. Half of the book is written on a black background with white text, the other half is a white background with black text. The pages are filled with pictures and doodles and links to music. (They call it A.D.D. friendly and have written it with millennials in mind.)
Several years ago I was in a new role that required me to give a presentation to the largest audience I’d ever spoken to.
I chose to listen to my heart and had fun preparing the presentation. However, as the date of the event grew closer, the fearful part of my mind started raising doubts again.
In the midst of those thoughts I remembered tips from speech tournaments – tips like visualizing your audience in their underwear. (After a quick giggle at that idea, I dismissed it, wondering how anyone could do that and actually make it through a presentation!)
At the same time, I knew that I needed to confront the flashes of doubt that my mind was generating.
Scene 1: Your previous boss is gone, a new one has been hired and is scheduled to start tomorrow.So even though the new boss seems likable, nerves are high.
As you anticipate the change, how will you engage with the new boss?
Several years ago I was in that situation. I am proactive by nature and wanted all the cards on the table as quickly as possible. And, at the same time, I wanted to be considerate of his transition to a new company and a new job while commuting to another state every weekend.
When week three rolled around, I told him I would like to meet with him for one hour as his time allowed.
When we met I was prepared with a binder of information that included:
My intention was to be completely honest about the strengths and struggles of the team. Some of what that open binder accomplished was a great strategy, and some of it was a wonderful surprise, it:
Years later, I realized that open binder was the difference between my team’s easy transition to the new leader and the struggles many of my peers faced as they held their cards close to their chests. While they felt micro-managed we felt freedom and support.
As I watched those layoffs occur, I’ve noticed that many times the people that were cut were not necessarily resistant to leadership or change, and not necessarily under-performers. Often they were the quiet ones who were good at leading themselves. People who did their work and never ever called attention to themselves. Many times, their work had a fundamental role in an organization, but in their silence, their value was forgotten.
So if you are introverted, hate drawing attention to yourself, or just don’t like someone hanging over you, what do you do? Dare to be a little uncomfortable, be proactive and call a short meeting with your boss or send a brief e-mail to them once a month.
Emphasis on a short meeting or a bulleted e-mail like this:
Hey Boss:
- Here’s what I’m working on
- Here’s how my results measure up over last month’s
- Here’s a problem I faced and how I solved it or a problem I am facing and what I am doing…
- Here’s a challenge I’m facing and I may need your help.
Just keeping you in the loop. Please let me know if you have any questions.
Guess what you just did?
Your leaders don’t know what you know, they can’t see what you see. No matter where you sit, it is your job to bring that understanding to them.
Management is not leadership; leadership is leadership. If you seek to lead, invest at least 50% of our time in leading yourself — your own purpose, ethics, principles, motivation conduct. Invest at least 20% leading those with authority over you and 15% leading your peers.” Dee Hock
Image Credit: iStock
