Photo Credit: Marvelous Geeks Media
Dear How Much More,
I know things have been stressful lately. You are certainly not alone.
The Morton Salt Company came up with a slogan in 1914 to tell people their brand of salt would flow even in moist conditions. Since then people have shifted the meaning of this phrase to: “When one bad thing happens, more bad luck is sure to follow.”
Sound familiar? Like…a worldwide pandemic, collapse of supply chains, national social reckoning, gift shortages for the holidays…
So if it’s pouring, what’s next? Is this as bad as it’s going to get, or is more coming? And how can you, as a leader, support yourself and others to be ready with an umbrella? Or three?
Look for the helpers
One strategy when dealing with a crisis (or two, or three) is to “fix the problem.” As a leader, you spend the majority of your time and attention on those who are pulling in the opposite direction to “help” them see the errors of their ways and get them back on track.
While it’s critically important to listen to all voices to hear and understand all perspectives involved - regardless of whether or not a majority of people are experiencing them - I do think there’s a more effective approach to move your organization forward.
I grew up with television host Mr. Fred Rogers telling me I was ok and he cared about me. One of my very favorite quotes of his - often shared to comfort children during tragedies - is:
When I was a boy and I would see scary things in the news, my mother would say to me, ‘Look for the helpers. You will always find people who are helping.’
We can’t ignore the challenges around us as adults. Yet I believe this idea can focus our energies as leaders.
Look for those who are engaged and helping, and focus your resources and energy there.
One of my favorite authors, Cy Wakeman, challenges leaders to do just this: spend time with people who are doing well and striving to help the organization do better, and reduce the time you’re giving to the sinkhole of trying to control, improve, or “fix” people.
This doesn’t mean to withhold support for people or efforts which challenge the direction of the organization. Your company will benefit if you pay attention to how those concerns line up with what your company stands for and what matters to your shared purpose.
What would happen if you took the energy you’re using trying to convince, or coddle, or somehow persuade those people who are resistant, hard to please, and full of excuses, and instead invested that energy into the people who are doing their best to help the organization get through these difficult times?
Which brings us to...
The Great Resignation
Over the past six weeks, we sent emails to purpose-driven leaders we know asking how they might be experiencing this higher-than-usual departure of people from jobs.
The feedback we got - with the exception of “So you heard about the ‘Great Resignation’ last week and now you’re an expert? Good grief.” - has been better than expected. We’re all experiencing quite a bit of stress.
Most leaders we know aren’t seeing people leave at alarming rates. Still, good people are reconsidering the tradeoffs of work and the rest of their lives. Many are stepping away from their jobs.
One leader told us: “We’ve had four people leave. Two weren’t unexpected. One was a surprise. And one was someone I thought would be here when I left. That last one hit me hard.”
Some leaders are reframing this challenge as an opportunity - The Great Attraction. What if this were a way to enhance the positive dent you’re making in the universe?
We are starting to work with multiple clients to expand Trebuchet Group’s leadership development offerings to team members who don’t yet consider themselves leaders. These senior leaders want to send a clear message to all their employees: we respect you, we need you, and we want you to grow with us, regardless of title or tenure at our company.
Believe...
We’re big fans of the Ted Lasso television show around here, and want to invoke the spirit and humility of Ted as we send you out onto the pitch for your next game.
If you’re struggling to keep good people ...
Think about what they are the best at, then tell them. Ask them what drives them crazy in trying to help the company succeed, then help them knock it down. Help people stay true to their own style and talents, and be their best.
Like Roy Kent, Assistant Coach, says to team owner Rebecca Welton: “Don’t you dare settle for fine.”
If you’re the leader and people are leaving ...
Think about how you are building people up to do great things in the world. Of course you want them to stay and contribute to your company. And it may be you’re just preparing them for the rest of their lives.
As Leslie Higgins, Director of Communications, says, “A good mentor hopes you will move on. A great mentor knows you will.”
If you’d like your own fan club...
Find people who appreciate what you do for your team.
Just like the older gentleman shared with Coach Ted after a long-awaited win:
“Oi! Wanker! Good job tonight.”
You never know which major critics you may win over by listening to what they have to say.
Let’s find a time to catch up and explore what could be for you and your team.
