Your Last 10%

A number of years ago I was with a great friend at his workplace where he was speaking with a member of his team about a difficult topic. He sensed she was trying to be diplomatic and was not being completely forthright as she answered his questions.

Then he said, "what is your last 10%?"

I'm sure I had a puzzled look on my face as I watched this exchange, as I had absolutely no idea what his question meant.

His team member paused...flashed a bit of a nervous smile...and gave a completely honest answer to his previous series of questions.

Once this impromptu meeting ended, I asked my friend about the last 10%, and why it shifted her answers to the core of the issue.

He explained that he has a rule with his team. They are required - like most teams - to be honest and thoughtful about their communication. But in case something gets too complicated, politically sensitive or just a bit awkward, they can ask for the other person to give their "last 10% of what they're thinking."

I love that.

A culture whereby even the most challenging of topics have a clear path to be discussed without fear of retribution because you are given the freedom to share that final bit of information on your mind.

How About You

What culture have you created in your workplace? The real one. Does it have clear paths for your team members to be completely honest? 

Maybe the last 10% help?

I'd love to hear from you.

No Excuses.

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Simple, Not Easy

I've attended many leadership development classes. I've facilitated hundreds of hours of them too. In addition, conferences have been a regular part of my life for years as an attendee and speaker, and I've sought out the leadership-oriented sessions at every opportunity.

Through it all, the various approaches discussed, models I presented, and the themes about effective leadership behaviors all seemed so...

simple.

Why Are We Still Talking About This
So why are we still struggling to move from all of the talk about effective leadership, to workplace cultures that have world class leaders with employees lined up to join their teams?

Anyone?

The answer actually is quite simple...

...leadership is hard. 

All of the wisdom, case studies, models, encouragement, examples, and fancy jargon are incredibly useful up to the point where we have to do something. It's the "doing" that is so damn hard. 

If we think about practicing a musical instrument for hours, it still feels very different when we take the stage and perform in front of a crowd. 

If we think about practicing a sport for hours, it still feels different when we step on the ice or court to play in front of a crowd.

And when we lead people, it is very different from "practicing" in an artificial classroom setting.

How About You
What approach do you take to transition from the simple messages around effective leadership behavior and turn them into your leadership practice? Would your employees tell me you are doing a good job; or, is there some room for humility, and then improvement?

I'd love to hear from you.

No Excuses.

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