How Curiosity Energizes Team Members
I asked a question that drained a leader’s energy. She’s facing new challenges and feels trapped.
Meeting challenges, seizing opportunities, and solving people-issues require energy. It’s true that serving in ways that align with your values and strengths has return on energy (ROE). But there’s a limit.
Strengths vs. development:
I asked her, “If this problem had a voice, what would it call you to do or become?”
Her countenance drooped when she heard the question. It’s a development-focused question. But she wasn’t in a development mindset. You could see her energy thermometer go down while she contemplated a response.
You might understand feeling powerlessness when you don’t have authority to change nagging issues.
She said, “I don’t know.”
Normally, when someone says, “I don’t know” it’s an opportunity to dig in and find new approaches. But not this time.
An approach that drains someone’s energy won’t help. I shifted my approach.
“What strength do you currently have that will help you solve this issue?”
She lit up and said, “I care.” Then she told me a story that illustrated how her team knew she cared. The change was remarkable.
The follow-ups might include:
- What does caring leadership look like in this situation?
- How will your team know you care?
- What does care call you to do in this situation?
- How might you solve this issue in a caring way?
- What caring action are you reluctant to take?
Energy thermometer:
You often think you know the ‘best’ way for someone to proceed, but if it drains them they’ll eventually fail. Things that energize you might drain others.
Monitor the impact of your interactions with an energy thermometer. When the temperature dips, shift your approach.
Choose an approach that energizes others. If you don’t, you’ll end up pushing ropes.
How might leaders energize others? Themselves?
I got the answer to my question reading your blog. Of late I had a very similar discussion with my Leadership Team. My reaction to a particular situation dealing with a staff member was somewhat similar. You answered it for me. Thankyou
That’s great, purtisingh. Thanks for stopping in.
Tom,
I get Leadership Freak as well…I LOVE it.
I look forward to discussing this post.
Kathy
On Wed, Nov 28, 2018 at 6:07 AM Leadership Freak wrote:
> Dan Rockwell posted: “I recently asked a leader a question that drained > her energy. She’s facing new challenges and feels trapped. Meeting > challenges, seizing opportunities, and solving people-issues require > energy. It’s true that serving in ways that align with your values” >
Your questions are fantastic! The older I get, the more I see the value of questions. Socrates knew what he was doing!!!!!
How might leaders energize others? Knowing how to convey the energy you have and how they can get on board. As you know starts with proper rest, nourishment, physical exercise, being prepared for your duties. Enhanced knowledge base, seek out continuing education.
For Themselves? they need to get on board with guidelines to enhance their capabilities.
As a leader focused on growing and supporting change in opportunities for underserved and diverse populations, I heard a speaker mention that change in the future will come more from pushing an awareness of ‘it’s the right thing to do’ instead of pushing ‘legal/compliance’ issues. Thoughts on these two approaches?
So I have to ask how do you really develop curiosity in someone who really does not want to be curious. One can prod, one can mentor, one can push, one can attempt to inspire but sometimes it just comes down to that individual does not have the skill, never had it, is not motivated or passionate about being curious. It just seems that some of the youngins these days just go through the motions and are not curious beyond the task at hand. Lack of curiosity seems to breed laziness and that seems to be ok in large number of people. The lack of passion and want to be curious baffles me as I was brought up by the men and women in my life to be curious to think beyond what i am working on and always to look ahead. Is the answer as simple as those that are not curious were never taught to be so as youngsters by family and because of that they never honed that skill to take to adulthood?
In my experience, those that aren’t curious have never had the “why” explained to them, only been told the “what” and likely the “how”. As a result, they feel cut off from the big picture and so see no value in being curious. Once you start explaining the “why” (both the immediate and the longer term), they begin to see the value. For example, it isn’t enough to just say “we are doing this because the standards require it”, which is the immediate “why”. You also have to explain why we value those standards and how doing this builds on our core values, which is the longer term “why”.
Jennifer: I do believe you captured it with this, “You also have to explain why we value those standards and how doing this builds on our core values, which is the longer term “why””. This is exactly in the larger sense what those men and women behind me in my youth taught me. As I asked how come this is missing today; lazy parents?
Sometimes as a leader, you just need to step away, either for fresh air or for a vacation. I have found that when my energy is really drained, it’s time for a break.
How might leaders energize others? One strategy could be having regular short meetings instead of one long meeting.
“What strength do you currently have that will help you solve this issue?”
I love this. I’m stealing it (with attribution, of course).