One Sentence That Changed Everything
A young woman taught me a leadership lesson this morning. We were discussing how to integrate a new person into a project.
My approach:
My approach was to explain the project, and develop a plan with the new person. We already have buy-in. I wanted to help the new person succeed by diving into the nuts and bolts.
Her approach:
I looked across the table and asked Nicole (a 30-something), “What would you say to this new young person?”
She replied, “I’d say, ‘I want this to be an awesome experience for you.’”
One sentence changed everything. I knew I had adopted a project-approach to dealing with people. But, leadership is about people.
When projects come first, people become tools.
10 ways to prioritize people:
- Admit that a bias toward action causes leaders to neglect the human side of leadership.
- Work toward awesome experiences for new team mates. Why would you choose anything less?
- Ask, “What will make this an awesome experience for you?”
- Explore the nuts and bolts of a project, only after you understand a person’s aspirations and passions.
- Commit to the best interests of others, as they serve the best interests of your organization.
- Trust people to step up. Give them a chance to prove you right.
- Provide abundant feedback.
- Give opportunities for reflection. “What are you learning?”
- Share your enthusiasm for their growth and fulfillment.
- Provide mentors and coaches.
How might leaders maintain a people-focus while delivering great results?
Thats’ the most amusing post – at your expense Dan – yet. Well said. Does she want a job (I doubt it she should have a good one already)?
Richard
Thanks Richard. It was a moment I won’t soon forget. 🙂
If any supervisor or manager had ever said that sentence to me at the start of a project, I would have moved heaven and earth to never disappoint them from that point on. I intend to use that line often with my team from now on. And to do what I can to make it be awesome.
Thanks Karen. It’s the truth. Loyalty toward others, invites loyalty from others. Why is is rare?
Loyalty toward others, invites loyalty from others. Who is the author of this quote? I would like to include it in our weekly wrap up.
Awesome post, Dan. Something I can apply tomorrow.
Thanks Steven. Seems like the simple stuff has the biggest impact.
Where may I insert a “yes but..”
There are also roles that call for digging deep when there are low percentages and little self-actualization opportunity..
–High-performance trouble shooting teams called in when manufacturing tools “lose a process” – they often work long hours in frustrating circumstances facing pressure from customer AND their own organization.
–Marital Counselors who are pulled into low-percentage situations, trying to restore a relationship in the midst of discouraging conflict, that can be a months long tunnel, with little light.
–Police, in contemporary urban environments.
In those cases asking “what would make this awesome?” might yield “leaving the company!”
Digging deep into the leadership bag requires both a heart side “I respect that this is difficult, I’m committed and I’m pulling with you.” and a project side “we must move this toward a workable solution.”
Thanks Ken. There’s room for “yes but’s” on almost all my posts. However, I’m hard pressed to think of a situation where I would say, “I want this to be horrible for you.”
If, the situation is very dark, as you suggest, saying, “I want this to be an awesome experience,” seems frivolous. But, there is buy-in for marital counselors and police when it comes to these dark situations. They have chosen those professions. How might we navigate inevitable dark situations effectively?
Years ago, I was trained on how to help firefighters navigate the loss of life in fires, including colleagues. It’s not “awesome” in the traditional sense. But, it is a privilege to serve, even when situations don’t feel “awesome.”
You also remind me that some aspects of work aren’t fun, as the term awesome implies.
Thanks for bringing important ideas to this conversation.
Thanks Dan.
You might, as you say on your ‘About’ page, ‘write hard, fast, and focused’ and have to fix mistakes (like today’s one — oops). But you always make sure that what you have to say is clear, concise and easy to read — and profound. Like today!
Thank you.
Thanks Ian. I’m appreciate people who send me notes that point out typos. 🙂
Your kind words are an encouragement. Nicole gave me a profound reminder to stay focused on people.
I don’t know how I would react if someone said that to me. What would make it awesome? If you could clear all the bureaucratic obstacles in the way of doing this job. But my leader simply saying he “wants” that for me doesn’t make it so.
So I wonder how one says this without sounding trite or disingenuous.
Thanks Kelly. I see your point. For me, I ask with values and aspirations in mind. For example, if the person values learning, I’d think about how it might be an awesome learning experience. Or, if the person wanted a promotion, how might this challenge become part of their development.
I’m with you, I don’t want to be trite or disingenuous.
Dear Dan,
An interesting post with good insight! People orientation opens up a new avenue to know the interest level, the relevant knowledge/experience of a new person and the manner in which he would handle the task. This is the best way to get required commitment to accomplish the assigned goals.
Thanks Dr. Asher. You took this idea into the importance of knowing the people on our team. That’s very helpful. When we feel that a boss understands us, we are more likely to commit.
I really liked this post – it’s a great reminder, especially for a project manager, who can lose sight of people when driving to timelines…even when the PM genuinely cares for people. I would suggest a little extra on #7: Give abundant feedback. Be wary of abundant criticism.
Thanks Dawn. Great add to #7. It’s easy to get negative. Thanks for your insights.
Ah, Kelly, but it’s a start. If every manager said it every week, it would become trite. But no one says it, so let’s get in there while it’s still fresh and new and motivating – and, yes, mean it.
Thanks Ian. Yes, and let’s mean it. 🙂
This phrase reminds me of my wife who is pathologically helpful (what Gladwell would call a maven) and motivates through creating opportunities for her staff. This phrase allows the individual to feel empowered in the task as opposed to feeling required only to complete the task in the scope of their duties.
It is always amazing the power of words and how the slightest variation causes distinct and profound results. Thank you for sharing!