It’s not about thinking, thinking, thinking until the cows come home.” It’s about closure.
It’s about framing situations. It’s about articulating observations. It’s about requesting action. Either to yourself. Or to others.
In other words, it’s about leadership. 24/7.
I worked with the leader of an international team. This team had gone through a challenging and successful integration process.
However, eighteen months down the road, blame and frustration were raising their fiery heads. Having willingly accepted psychological ownership for the quality of relationships, the team leader’s open-door policy had conveniently placed her in the eye of the increasing raging hurricanes on the relationship front.
It was at this stage in the process that I was called in to review the situation with the team leader. While she was intrigued by the qualities each of her direct reports brought to the table, she was also aware that in some instances these strengths were beginning to work more and more against them.
Some direct reports – who were more thinkers and strivers – were being blamed for being insensitive. Too focused and impatient. Deadline fanatics with zero people skills.
Other direct reports – the natural relators – were being blamed for being over-sensitive. Unfocused and patient. Too people-conscious with zero striving skills.
Knowing my client was excellent in giving feedback, I asked her what was holding her back? “Nothing.“ She had simply assumed that this position did not call for “babysitting.“ In fact, she firmly believed that at this level in the organisation, her direct reports were all experienced enough in the international arena to have feedback in their repertoire.
Exercising feedback had got lost in transit.
Leaving assumptions and analysis aside, I asked my client what needed her immediate attention moving forward. And like a shot out of a barrel came: “I need to walk the talk that I want – and we need – to see lived! I need to exercise feedback on a regular basis. And I’m not speaking about feedback on work-related issues. I’m speaking about feedback on people-related issues. It’s about pooling perspectives. It’s about the glue that keeps teams connected.“
Within six months of taking the bull by the horns, the hurricanes not only drastically reduced in frequency but in force. Giving herself 100% permission to focus on relationship management, my client routinely mirrored back her observations on the relationship front. She simply shared her perspective.
And the fruit of those labors?
Almost immediately, my client observed that at least two of her direct reports had started to share their perspectives as well. With her. And with their peers.
Avoidance is on the decrease. Collaboration is on the increase. Diversity is finding its feet. And the glue is beginning to work magic.
Teams will be teams wherever you go. But moving issues from your head, articulating perspectives and sharing food for action can go a long way to taking the wind out of those unavoidable and unpredictable hurricanes.
And while thinking is a given natural, closure is a choice!
What thoughts are eating away at your time? Crying out for articulation. For action. For closure.
photograph: © psdesign1 / Fotolia.
