(I'm Not Your) Scapegoat

Let's be honest for a minute. Leading is hard. Sometimes impossibly difficult to the point that despite our best efforts, we simply don't know what to do in the moment. When we're dealing with a crisis, or a struggling team member, or external pressure, we can fall into the trap of identifying someone as the source of our troubles versus understanding all of the facts first.

Rookies Are Obvious
This behavior happens most commonly when new leaders (from supervisor to CEO) are not comfortable handling confrontation. These well-intended folks typically do not understand that because they are uncomfortable with a situation, it does not mean they are supposed to rush to judgement simply to make themselves feel better. 

These are usually the same leaders that are passionate about culture, and teamwork, and advocating for an environment that is supportive, open and innovative. Here's the catch...because they are not willing to push themselves into areas where they can manage their discomfort, they end up looking foolish.

Consequences
Leading the way to make changes for the better is admirable. However, avoiding the hard work necessary to understand issues before making judgements; getting (more) comfortable dealing with perceived problems slowly and methodically; and ensuring that the messages delivered to the team are well thought out and clear are absolutely essential.

Here's why...no one stays if the leadership team of an organization behaves like a bunch of rookies.

How About You
What new leaders are struggling in your company? Who needs your coaching and support; and, who needs some candid feedback about how they are really perceived? It's up to us as leaders to stand alone and make it happen.

I'd love to hear from you.

No Excuses.



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Line of Fire

I remember the first time I realized that not everyone was excited about moving into leadership. I was a very green young manager and my hospital had a number of management vacancies. I couldn't believe that we didn't have any internal applicants. In fact, it would be safe to say I was stunned! How could this be? No one wanted a "great" management job?

I Get It Now

As it turns out leadership is difficult. In fact, leading in a mediocre way is tough, let alone trying to actually be effective. I spend a lot of time on this blog pushing for effective leadership behavior, but I know it's a heck of a lot easier to write about it than it is to do it.

But that doesn't mean I'm not going to keep trying to get better every day.

The Firing Squad

One of the ways I've found to be effective in my role as a leader is to step in front of the proverbial firing squad on behalf of my team. As we all know, Human Resources lives in a fishbowl. All of the hiring managers, employees, and executives can see our every move. They all expect results, and candidly they deserve them. That is the opportunity of working in HR, not the burden!

The problem is that sometimes the team around us can become an easy target (read here --> scapegoat) for operational problems. It is in those moments that I believe HR leaders need to intervene. Simply letting our staff take all the heat (often it isn't even justified) while we hide in our offices is just lame.

 

I hate being lame.

Let me be clear...I'm not suggesting our team members cannot handle criticism, complaints, or areas that need to be addressed. What I am saying is that when you know the "noise" you're hearing about your team is inaccurate, you better get your butt out of your chair and stand up for them. 

How About You

It's no fun being in the line of fire as leaders. Imagine what our team members are going through? What must that feel like? More importantly do they know you care? Show them you are behind them 100%, and take a few bullets for them. Sometimes they won't even know you're doing it....but you'll know...and that's pretty important too.

I"d love to hear from you.

No Excuses.

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I Love Animals…Now Where Can I Find A Scapegoat?

Quick question: how many leaders have you seen that are quick to take responsibility for issues in their areas of responsibility when the pressure is on? Anyone? I know it happens occasionally, but let’s be honest with each other. We live in a CYA world, so when there’s trouble down on the farm, many leaders start hunting for the proverbial goat.

Don’t Be That Leader

Once we ( I’m absolutely including myself) stop worrying about our situation and start focusing on what’s best organizationally it creates a very different climate in the workplace.

Now, the team doesn’t worry about looking over their shoulder because they know you’re not standing there waiting to pounce. Instead, they’re feeling supported, thinking of new ideas, and taking risks.

How About You

Are you willing to separate the personal pressure you feel when your work life gets complicated and instead strategize how to make things better? Or, are you thinking about whom you should line up in your management crosshairs? If employees behave recklessly then hold them accountable, but in general isn’t our job to have their back and make work better?

Make work better today.

I’d love to hear from you.

No Excuses.



pic courtesy of funnytimes