| When most leaders begin their career or take a new role, they are focused on taking action. Their highest priority is to jump in and show that they are capable of producing change. All of this energy and activity looks great for the first 60 days or so and then reality sets in. What they missed in all of that activity was really understanding the needs of their team and their clients. Stephen Covey in his book “The Speed of Trust” shared an example of Mike Garret who became president of Georgia Power. When Stephen asked him his plans for his new role, Mike responded, “I’m going to go in and basically just listen for the first couple of months. I’m going to see what’s happening.” What Mike realized is that just going in with your own plan without listening does not create trust or ensure that you know what your team actually needs. Often, boards and leaders are so busy with activity, they forget to listen and make decisions based on the data that they gather from those who have the best insights. Leaders must never allow themselves to be so busy that they do not take time to sit with their team members. It is amazing what we can learn from each member of the team if we ask and really listen. Developing a culture of collaboration and innovation requires regular periods of reflection, learning, and listening to others. We need to ask for feedback, for the observations and thoughts of those we lead. In the medical profession there is a practice known as rounding. Supervisors will ask their team members three brief questions each week to understand what their priorities are, what obstacles they face, and how their supervisor can support them. It takes only about 5-10 minutes, but the information gleaned is invaluable. People will trust you because you show respect for their opinion and invite them into the discussion. What leaders learn through this process is invaluable and allows you to be highly effective. Ask yourself who you need to spend time listening to and schedule that time right away! |
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