Learn how to determine whether your leaders are objectively coaching behaviors, or subjectively evaluating personality.
- Now that you're leading the organization and not just a team, how do you determine whether your leaders are objectively coaching behaviors or subjectively evaluating personalities? Not sure? Take a look at each of the leaders on your team and what their retention rates are. It will be evident in turnover. We know people join companies and quit bosses. And the best indication of a leader is they have followers. Dig deep on the numbers and determine if turnover is voluntary or involuntary. High turnover might reveal a tyrant. But too low of turnover, may indicate a leader who isn't holding people accountable for performance, also known as results. Another definition of a leader, is someone who force multiplies. In other words, are your leaders developing the next generation of leaders, so that you're able to scale, attract talent, and create adaptive leaders for future challenges? This is all about spending time coaching. If they're not developing leaders, take a look to see of your leaders have coaching time set as a priority in their calendar. You may need to help them understand what's not a priority, like administrative reports, excessive meetings, et cetera. Also, reinforce values with your leaders. Are the behaviors you're seeing aligned with the values of the organization? Every discussion on what's expected as a standard, should be traced back to a core value. For example, if you say we value flexibility, then is there praise, when you see someone shift 180 degrees, to assist with a customer issue? And is there a consequence when someone demonstrates rigidity, and stays on task, despite signs that work needs to shift? It's hard work to describe observable behaviors that reflect your core values. But it pays huge dividends when it comes to ensuring your leaders are objectively coaching behaviors and not subjectively evaluating an employee's personality. It's up to you to ensure you've created a human workplace that focuses on performance while allowing diverse personalities. Personality versus behavior can be tough, when you've got so many priorities. It's critical to keep people focused on the team's priorities, not individual priorities. It reminds me of a boss once telling me, it's easy to catch people doing things wrong. His guidance, spend your time catching people and the team, doing things right.