Leading Fully

Patrick Ogburn's Leadership Blog

» Font Size «

Posts Tagged ‘authenticity’

One of my favorite one-liners came from a friend of mine who works a lot with senior executives: “There are two things you never get as a CEO: A bad lunch, and the truth.” People usually chuckle when they hear that – because like all good humor, it has a grain of truth in it. This should be disconcerting for leaders. How can you run a company, division, or even department if nobody will tell you the truth?

Do You Hear The Truth?

For most executives, one of the most difficult things is making sure that you are getting critical feedback from people in your company. One client, a newly minted VP at a major multinational company quipped to a friend as they sat down for lunch: “I used to be able to say whatever I wanted. Now, I have to watch what I say, because suddenly, what I say matters. Whenever I say something, people run around doing stuff!”  This is the good news/bad news of being in charge: People pay attention to your actions and words!  The good news is that when you talk, things happen. The bad news is that if you haven’t gone out of your way to make sure that the truth is coming your way with intentional regularity, then it won’t – because people are waiting to see what you think before they tell you risky truth.

…or Does the Emperor Have No Clothes?

There’s a reason why the story about “The Emperor Has No Clothes” has lived on for so long. Like all lasting stories, there is an intuitive truth expressed in the story – that people are afraid to deliver tough messages to the boss. It seems irrational (even infuriating) when you are the boss, right? You know what a nice person you are. What we miss is that it is a perfectly rational response when viewed through the lens of human survival. We’ve seen other people pay the price for offering a point of view that differed too far from that of  the boss. Most of us don’t even think about it. We know that there is a line that you just don’t cross, and like dogs who have been trained to know when they are approaching the boundary lined out by the invisible fence, we instinctively stop when we sense that we are getting close to the edge.

Six Tips to Engender Candor in Your Organization

1. — Ask for feedback. Especially if there is an area of your work that you are trying to improve, ask people for the bad news. Don’t get discouraged if they don’t tell you right away. If there is a longstanding pattern of treating the boss with kid gloves, it may take a few tries. If you demonstrate that it’s OK to tell the truth, it’s amazing how much people will tell you if you ask. It’s equally amazing how long they will let you trundle along, blissfully ignorant of your shortcomings – unless you ask. People have learned that it is usually safer to not tell the boss she has warts.

2. — Listen to the feedback. This one is so important, I was inclined to put it first (if not for the temporal sequence of asking for and then receiving feedback). If you are not prepared to listen to others‘ points of view, it is better not to ask. I’m always surprised by the number of times I have seen people ask for feedback and then not ignore or discount the response.

3. — Thank them for the feedback. If someone has enough courage to give you feedback, the first thing you should do is thank them, irrespective of the substance of the message. If you are hurt, disappointed, or frustrated by an aspect of the feedback, don’t react. Thank them sincerely, take some time to reflect on it, then when you are able to see the value of the feedback, go back and thank them more specifically, letting them know how the feedback helped you.

4. — Develop Powerful Listening Skills in your leaders. Listening well is a skill. Some leaders are naturally gifted listeners, but even those are pressed for time. Leaders need to recognize and value that an important part of their job is listening to the people that rely upon them for leadership. Make it a priority in your organization, and make sure your leaders understand how to do it well.

5. — Develop feedback skills in your leaders. It’s one of the most difficult tasks to do well, and it’s one of the most important skills that a leader can have. The most effective leaders are able to deliver feedback that leaves the hearer feeling stronger for having received it, irrespective of the message. It’s easy to imagine how someone would feel stronger for having heard an encouraging feedback message. It is equally true of a well thought out, meaningful constructive or corrective feedback message. Click here for more about delivering powerful feedback.

6. — Never underestimate the power of the truth. In my years in Human Resources, coaching, and developing others, I am always surprised at the number of times that managers will say “I don’t know what to tell her/him.” They are often shocked to hear me say “Why don’t you tell them the truth?” This is not a license to be rude. You often have to think carefully about what is the useful piece of information for the hearer, and then speak clearly, simply, and with compassion. Too often, managers will deliver a tough feedback message couched in so many qualifiers that by the time it reaches the recipient, they think everything is great. It’s much better just to speak plainly.

If this sounds simple, well, that’s because it is. It does not have to be complicated to work. Don’t mistake simple for easy, however. The reason more people don’t do feedback well is not because it is complicated, it is because it’s not easy to do well. Even so, doing these six things can be a good start toward building candor and feedback into the culture of your part of the organization.

In my time flying jets for the USAF, one of the things that I learned is that feedback can be a matter of life and death. For most of us, it’s not literally life and death, but it can seem that way. When we live our working lives in a “feedback desert,” as a client once said to me about her organization, then well-delivered feedback can seem as life-giving as water when it does finally come.

Feedback is a Gift

Think about it this way: if you were barreling around a curve on a country road, and a bridge was out just around the corner, wouldn’t you be grateful for someone shouting at you to slow down? My favorite image illustrating this is the commercial aired during super bowl XLV showing a beaver who dropped a tree in front of a speeding car which was headed for a washed out bridge. (Click here to watch it on YouTube.)

While this perspective is most useful when receiving tough messages, it can also be useful in spurring us on to do the hard work of giving meaningful feedback to those around us. Remember the times that someone had the courage to tell you the truth when the message was tough. Have you ever heard “I wish you’d have told me sooner…?”

Feedback is Powerful

Giving effective feedback is possibly the most important job you have as a leader of people. It can be one of the most powerful motivators and performance improvement tools. Done well, it forges a personal connection, gives dignity, and taps the wellspring of hope in each of us. It helps keep us aligned with the direction of the organization, and gives us the clarity we need to improve.

If It’s so Great, Why Don’t People Do It More Often?

Many managers view thoughtful feedback as a once-per-year event, linked to performance reviews (if you do them). This may be the result of being trained by habits borne of processes endemic to most organizations.

It’s also true that doing it well isn’t easy. I think that leaders mostly don’t do it because they aren’t confident in their ability to do it well. Psychologists call this “self-efficacy.” You are more likely to do things that you have confidence in your ability to perform. The trick, then, is to build your confidence in your ability to do it well.

How do I do it Well?

My 7 year old nephew was playing video games with Grandma, and soundly clobbering her in every aspect of the game. Sensing his frustration, Grandma said “I’m sorry honey, I just stink at this.” My nephew sighed heavily and replied “I can’t say anything.” His mother had taught him what many of us learned at that age. “If you can’t say anything nice, don’t say anything at all.” A minister once gave me a more sophisticated version of the same coaching. Before offering corrective feedback, ask yourself: “Is it true, is it necessary, and is it kind?” If it passes these three criteria, then go ahead. Here are a few tips that build upon that foundation.

Six Aspects of an Effective Feedback Message:

1 — The deliverer has the intent to help and not to harm. That’s where the kindness comes in. When thinking about the message, try to put yourself in their shoes. Think about what benefit it will be to them, and explicitly communicate your desire to help them improve.
2 — Dialogue. Any meaningful developmental conversation I have been a part of has been a dialogue. Meaningful dialogue about the context, actions, and impact surrounding the feedback helps you to get to a mutual understanding of the facts and the significance of the issue to the organization and the individual.
3 — The feedback is true. This can be a challenging one. While you may want to believe everything you think is true – it is important to recognize that we are all subject to our own biases. See #5 below.
4 — It makes a difference. Think about whether the feedback you want to offer will help them to improve in some important way. You may not know exactly what the specific improvement will be, but you should be able to see the possibility of improvement.
5 — It distinguishes between the objective and the subjective, and responsibly communicates both. I’ve heard it said many times that you should keep the feedback purely objective – I disagree. Objectivity is important, but so is subjectivity. What’s more important than both of them is to recognize and distinguish the difference. The objective part of the message is “what happened” – the observable, verifiable facts. The subjective part of the message is the impact of their actions, which lets them know why the feedback is important.
6 — It gives everyone a path forward. Even when delivered well, corrective feedback can be difficult, and positive feedback can feel good but have little impact. A meaningful discussion about the path forward can help both parties understand the path forward. This includes next steps, agreements, offers of support, requests, and commitments.

If you’ve not been doing this well, give yourself some grace – very few leaders do. Don’t, however, give yourself an out. this is one of the most important skills you can master as a leader of people.  The reason more people don’t do feedback well is not because it is complicated, it is because it’s not easy to do well. Even so, doing these five things can be a good start toward building your skills as a developer of great performance in others.

The other day was “Pajama Day” at school for two of my sons – so Jamie (our youngest) went to school wearing his pajamas: Sponge Bob shirt, blue and green flannel plaid pants, and he had his “Lightning McQueen” slippers in his backpack, ready to whip out upon his arrival at school. He did not walk, he bounded through the house on his way to the door, such was his eagerness to get to school in his pajamas.

It never occurred to him that his ensemble clashed with a rarely achieved intensity. The only thought in his mind was that he was “in.” His participation was never in question. He talked about it the previous day, and when reminded of it the morning of, his face lit up, and he dashed upstairs to change back into the appropriate (?) garb.

How many of us would show such unrehearsed and unabashed enthusiasm, especially when we aren’t sure we have it all together? As the end of the year approaches, it is traditionally the time of year that we begin thinking about what we will do for the new year. Very often, we start with a list of what we wished we had done this year. Not a bad place to start, but did you ever wonder why we so reliably can call to mind the things we wished we had done (but failed), rather than those things which are really exciting? Here are 5 tips for doing (rather than thinking about) those things that are important to you:

  1. Be honest with yourself. Sometimes, we go after things because we think it’s what is expected of us. You know what’s most important to you, so start there. If it’s not really important, there won’t be sufficient impetus to get through the times where you miss the mark. Get clear about what matters, and write it down. There’s enormous value in seeing it written in your own hand. Don’t allow your thoughts to be edited by past failures. There may be good reasons you didn’t get it done in the past, but that’s not a reason to give up. If it’s important, then write it down. Leaders are different because they look for what’s missing and provide it. Don’t allow your thoughts to be overly influenced by what other people think – at this point, the idea is to get it clear in your mind.
  2. Let yourself get excited about the possibility. Visualize it. Some find it useful to do a visual exercise, such as a collage, to help yourself visualize what you’re going for. When Jamie imagined himself in pajamas at school, his face lit up with excitement. He was ready to be there. Pajamas (and slippers) that did not match were not an obstacle next to the excitement of participating.
  3. Identify one thing you can do right now. If your idea is big enough to be exciting, odds are that there’s a lot to do. The risk is that you will get overwhelmed when you consider all that needs to happen, so just focus on one thing at a time. A long journey is always comprised of a series of shorter steps – so identify the steps, and act. Abraham Lincoln wisely quipped: “The best thing about the future is that it only happens one day at a time.”
  4. Share what’s important with someone important. When you get clear, make sure you share it with someone who matters to you. They can help keep the dream alive and keep you accountable to take action.
  5. Celebrate progress – as you make progress, allow yourself to celebrate. That begins to fuel your enthusiasm about the original idea (step 2), then you can use that momentum to continue to energetically pursue action towards your goal.