Look, nobody is saying you guys don’t talk to each other. Really.
I mean, think about it… with some of your direct reports, you speak multiple times each day. Hell, some of them all day. Like it or not. And no, that wasn’t a question, so stop nodding your head.
And anyway, that’s not the point.
The point is, we sometimes speak so much and so frequently that we never seem to get around to the conversations we should be having with those we lead.
The conversations that are about them. Not about what you want, but what they want. Not about your needs, but what they need to move forward. Not about your grandiose vision and plans for the future, but their ideas on what their career, life and future will look like.
Enter the 1:1 meeting.
Everyone likes to talk about themselves. You get to do it all the time – mainly because we like to believe that the rapt attention we receive when doing so means that those in front of us are pining away, wondering what future you have mapped out.
In reality, they’re listening to you discuss the future to help them determine how (or if) they fit into it. Or even if they want to fit into it.
What should be happening, if it isn’t already, is that you sit down with your folks, individually and regularly scheduled, and listen to them talk about themselves. Things like, what they want, how things are going (really), their expectations, and how you might fit into their future.
How you might fit into their future?
Crazy stuff, huh…?
1:1 meetings, solo gatherings between you and your direct reports on a regular (read: scheduled) basis are not just any meeting. For instance they are not:
Routine status checks,
Repeats of operational updates, or even
Personal performance assessments.
They are, however, about:
Their priorities,
Their targets,
The challenges they face, and
What actions they (or you) might take to better help them do their job and achieve their goals.
Totally centered on “they” and “their,” not “me and “my.”
We don’t do 1:1 meetings just for the hell of it. As a leadership tool, they foster engagement, improve relationships, give us early warnings, and create that sought-after discretionary effort.
No visible downsides.
Wins all around.
Added resource: A more in-depth, instructional look at 1:1 meetings can be seen here.
In today’s business climate, where rapid change, technological breakthroughs and improvements define the quest for high performance, middle-managers are making a comeback —a real renaissance of sorts.
But the more appropriate reaction requires a candid look at why we thought eliminating their roles was a brilliant idea in the first place. Mostly a courtesy of the cost-cutting wizards from McKinsey, Bain, Alavarez, et al., but that’s for another article.
Doing Less with Less
The unfortunate truth is, we’ve been actively squeezing middle management out of the workforce now for a couple of decades at least, and the toll has been ugly. In many cases, we were blindly thinking we were doing “more with less.”
It turned out, of course, that simply was not the case; we’re just doing less with less. In fact, more senior leaders today are simply doing what middle managers used to do. Some of them are doing it all the time.
No elimination of the role, just a headcount reduction and realignment of responsibilities.
But employees today are less developed than ever, less engaged than ever, and less satisfied than ever.
Doing less with less is not a strategy worth repeating and certainly not the most efficient or effective way to stay ahead of the curve. In short, it’s creating single points of failure in myriad organizations.
A Sign of The Times
Kicking along our memory lane… along came the financial meltdowns in 2008-2009, and the “all-hands-on-deck” mentality really worked to camouflage the mid-management shortfall. Everyone was micro-managing, so the lack of mid-management was mostly indiscernible.
Once some normalcy began returning, no one felt that adding now-deemed-superfluous headcount (see “wizards” above) was a good idea, so we kept those mid-managers from returning. Dumb idea. Short-sided and misguided.
Fast forward a decade or so, and along comes the apocalypse… the Covid-19 Pandemic. Again, it’s all-hands on deck. CEOs are having seemingly empathetic zoom calls with all employees; townhall meetings are rampant; everyone was committed to being as cooperative and collaborative as possible, since “we were all in it together.”
In such a collectively social environment, surely we don’t need a bunch of interlopers between individual contributors and the C-suite…!?
We’d continue along in our misguided bliss.
It’s today; we’ve come face-to-face with the now-normal – operational pressures, sketchy economy, political idiots on all sides… coupled with remote vs. office, quiet quitting, inflationary wages, and (my favorite) layoffs announced via social media (are you kidding me?)/
We’ve come to realize that no one is actually accountable for day-to-day leadership, management and watching the store.
Lots of people want to be responsible thousands of employees, $millions in capital, and 5-year strategic initiatives. No one, it seems, is around to make sure that next Wednesday goes without a hitch. That the parking lot lines get painted and the break room refrigerator is replaced.
To say nothing of people getting developed, being heard, and appropriately hired, onboarded, trained, and recognized.
Here’s the rub: we’ve discovered (like it was some big, freakin’ surprise), that senior leadership is incapable—from a bandwidth perspective—of managing day-to-day tactical efforts while dedicating brain-time to strategy and longer-term, organization-wide thinking.
The workload is simply too much, the machine is moving too fast, and the priorities are not working.
Supervision and Management-Still Key to Organizational Success
Leadership is essential for organizational success, of course, but so are supervision and management.
After all, someone has to deal with daily performance challenges, operational issues and changes in tactical direction. And the people. For Pete’s sake, don’t forget the people.
These are not always intuitive leadership roles, but those of experienced managers.
“Flattened organizations” sounded so good, so trendy. As did “leadership more in touch with the people.”
As the present day scenario teaches us, however, there’s a problem with using fads and cutesie catch-phrases to run a railroad. Reality slams you in the face.
All of that, and I’m not even going to address the incredible dearth of viable succession depth (again, another article).
And as we pick ourselves up off the ground and dust ourselves off, we are left with only one request— “Middle Managers, please come back, we need you.”
Bob’s a client, the chief executive of a fairly large company in the Northeast. His name is not really Bob, but he really is a client, and a recent experience prompted me
to share this (with Bob’s permission).
At the beginning of my coaching engagement with Bob, I
conducted a 360-degree survey so we could get an idea of how others see him in his day to day activities and interactions. If you haven’t had a 360 survey—a real one—done for you, you should. It’s almost always eye-opening. And sometimes a bit scary.
But no one dies in the process, so you’ve got that going for you…
Anyway, while doing the 360 survey on Bob, I was privileged to meet and speak with many of the direct reports on his leadership team. Without getting into details that would make Bob (if he’s reading this) squeamish, the results were insightful and indicated he’s clearly respected. Mostly good things, and nothing really out of the ordinary.
Until I spoke with Jim (again, not his real name). Jim offered that Bob was direct, decisive, and had a low tolerance for incompetence. No real shocker, given Bob’s role. Then, he gave the “pièce de résistance” (that’s a copy-paste, I had no idea how to write that).
“Bob fires assholes,” he said.
So, that had me putting my pen down. “Do tell,” I replied.
It seems that even more than incompetence, Bob has a crushingly low tolerance for anyone, particularly in any sort of leadership role, “being an asshole.” The culture of this organization doesn’t support that kind of behavior, and given their size, the ripple effect of a single jerkazoid in the mix causes all sorts of problems. Problems that can easily, and more effectively, be avoided by just firing “the asshole.”
Admit it – you’ve read this with a slight grin and a knowing nod of the head. You know the assholes in your world, the people causing problems, discomfort and stress for others, and you know the ones that should be whacked.
So whack ‘em.
Performance challenges we can deal with. We coach, mentor, advise, bring resources to bear to help someone well-intentioned up their performance game. That’s as it should be, so don’t stop that.
But behavior issues, particularly in leadership, should be dealt with sharply, definitively and immediately. The impact is just too big on the organization. You know that already, so suck it up and do what needs to be done.
Not “interesting” as in some Sigmund Freud shrink, scratching his chin and saying “Hmmm, interesting,” as we lie on the couch droning on and on about the deeply-rooted events of our drama-filled childhood… more like “interesting” as opposed to dull, routine and boring.
As much as I hold myself out as an accomplished coach, consultant, and something of a leadership expert, I learn from these interesting clients each and every time I interact with them.
For example…
I was speaking with a client senior exec regarding his impact on the team. As all strong leaders tell me, he said, “Kevin, my job’s not hard, anyone could do it.” Not true, of course, and I said so. I reminded him that his job may seem easy to him, and may look easy to others, but is, in fact, the manifestation of myriad skills, behaviors and competencies.
I then added that he needed to set the right vision, develop the appropriate team, and influence others to pursue their own growth and development.
To which, he sighed and said, “I simply tap the rudders behind the ship.”
Wow. One short sentence conjures up a plethora of images in my head. Like this lonely dude in a rowboat, tied behind this massive ship, occasionally tapping the rudders to stay on course.
A bit funny, but also damned true.
Now certainly, there’s a ton of front-end work to do, processes to establish, people to hire, teams to build, cultures to develop, even hard and fast rules to create.
But in the end leading a team is about tapping the rudders. It’s about minor corrections or affirmations as they charge full-speed ahead, eyes on the horizon.
You aren’t the helmsman, turning the wheel to adjust for major course corrections. You aren’t the engineer, responding dutifully to “All ahead full!” on the intercom. As a senior exec, you aren’t even the executive officer on the bridge, coordinating regular activities.
You’re following, in tow, making small, nuance course corrections to a fast-steaming vessel.
Simply tapping the rudders.
Less “Steer course to 230 degrees” and more “Out there… thataway.” (unabashed Star Trek reference)
Leaders, new and old, sometimes lose sight of the most fundamental tenets of leadership. Here’s a reminder…
I frequently tell executives that leadership – its concepts, theory, and core applications – haven’t changed in a millennium. Some our demographics may have changed, forcing us to use alternative applications of those concepts, but the basic concepts and theory remain.
So, why don’t we “just do it?” Sometimes we aren’t motivated; sometimes the “time” just doesn’t seem right. Maybe we simply forgot some of the basics… hence this article.
I use the following rules as a guide for newly promoted managers/leaders, as well as a constant reminder for every level of leadership – some good things to not forget.
So, here goes…
Law #1. Never delay or abrogate a decision that must be made. Make it and move on. You may have to immediately make another decision; this doesn’t mean your first one was wrong, merely that your second one had the benefit of additional knowledge.
When in the military, I worked for General Lawrence Boese, who would frequently tell me, “If 25% of your decisions aren’t wrong, you just aren’t making enough decisions.” And his favorite, “Shirt (that’s another article), there aren’t many “wrong” decisions; it’s just sometimes we have to make another decision right after the first one.”
Some truth to that…
Law #2. If you want something specific done, say so specifically, using clear, plain language. Employees, generally, have some difficulty doing their basic jobs; adding “mind-reading” to their description is just plain unfair.
No hints, implications, or innuendos. Say what you want, and use English! Directness counts.
Law #3. If you always answer employee’s every question, you’ll forever be answering employees’ every question. Questions are teaching moments — don’t rob employees of the opportunity.
Sounds trite, and I don’t mean it to. If an employee is asking because they’re an unteachable moron, get rid of the employee. If they are a decent employee asking because they do not know, then teach them; they’ll know next time, and you’ll both be better for it.
Law #4. Make your expectations clear, then back up a bit and give employees room to do their job. That doesn’t mean “never look back;” to inspect what you expect isn’t micro-management, it’s just good-management.
Employees – even top performers – need clear expectations. In fact, especially top performers. Give ‘em a target, provide resources and guidance, remove obstacles when necessary, then let them do their job. Check back later, since you still have management accountability.
Law #5. Employees need their managers to be leaders; they don’t need a shoulder, a buddy, a sympatico, or a commiserator.
If you want a friend, buy a dog.
We struggle with this. Everyone wants to be liked, and it always seems difficult to decline a beer after work, or something similar. I’m not advocating a monk-like existence, disallowing any personal contact with your folks; merely reminding you that they would like to have a friend, but they need a leader if they are to be successful.
You do want them to be successful, don’t you?
These laws are fairly intuitive, and certainly not rocket science… or brain surgery… or rocket surgery. They are simple management and leadership axioms that have passed the test of time.
Print these out, laminate, and put in your top desk drawer… and don’t forget them; your employees will not.
People have often heard me say, “I’m not trying to make happy employees.”
It’s true. Now, I’m plenty happy if they are happy, but their happiness isn’t the goal. Their engagementand satisfaction are. And though similar, they aren’t the same thing.
Happiness is fleeting, determined by current situations, and frankly, it’s flaky. People get happy and or sad/angry at the snap of a finger. Sometimes for good reason, other times just because.
Engagement and job satisfaction are developed over time, and generally not subject to hormonal, societal, or mood whims. In other words, kind of like luck over skill in golf; engagement and job satisfaction are more predictable and more dependable.
So, how then, do we get there? Well, there are certainly myriad inputs, including culture, values, development, etc. But instead of looking at these bigger picture, organizational glaciers trying to move the needle, let’s focus on what we as leaders can do.
Now.
Enter: Recognition.
Studies from HBR and others, show that recognition directly and positively impacts morale, engagement and job satisfaction. I only offer that in case you’re either a slug or playing intentionally obtuse to not recognize that obviosity.
Recognition matters. And it works. And it’s almost entirely free.
I’m looking for a down-side here and having difficulty finding one.
Recognition is easy and impactful. That’s the good news. It’s also short-lived. That’s the bad news. It just means you need to do it on a regular basis. Continuous, in fact. Monthly at the very least, for you detail-types. Schedule it if you must.
Now, for some “how-to” pointers. And we’re just talking about the recognition that can occur as a normal course of daily efforts. You’ll still need to consider things like bonuses, promotions, fancy titles, and the like. This isn’t that.
These are things you can do now. Today. Right after you finish reading this article. And though there may be 100 of these things to offer, we’re going to keep things simple here (I like simple). I’ll offer just three.
Personal communications. Handwritten notes, in-person visits and/or phone calls. Zoom is so over-used in some organizations as to be impersonal, so don’t include that (unless it’s a rarity in your house).
Write a note (yes, using a pen and paper), walk down the hall or pick up the phone.
And begin these conversations or notes with “I wanted to personally thank you.” Jobs well done mostly benefit the larger organization; showing personal gratitude shows the impact their efforts had on you.
Public gratitude. Speaking of gratitude… instead of staff meeting eye-rollers like “I wanted to say good job to the Accounting team…,” use something like “I’d like to take a moment to offer a warm ‘thanks’ to Alyssa and her folks – they rocked it with last month’s closing!”
Personal leadership gratitude… it matters. Subtle difference, but a difference, nonetheless.
Send it down, bump it up! I created a video for this if you’d prefer to watch over reading (don’t worry, it’s less than 3 minutes).
This recognition technique is fast and far-reaching.
You receive an email from someone that works for you. They let you know they finished something, completed a project, or maybe achieved a particular result. Instead of simply responding with “thanks,” you send it down and bump it up!
You send it down by responding to that email with a 2-3 sentence uniquely worded “thank you” (gratitude again), copying all those on the team or contributing to that success.
Then you bump it up, by putting your boss on the cc: line (not bcc). Everyone gets to see that (a) you thanked them and (b) you also showed your boss what they did.
Then your boss, after receiving the email, must send it down with relevant gratitude, and make the decision whether to bump it up to her boss.
Rinse and repeat.
Recognition isn’t difficult, time-consuming, or costly. In fact, there’s no good reason we don’t do it all the time.
