When you look at your people what do you see?
The People Challenge
For every organization systems are key and we’ve talked about how to deal with problems as they come up. But nothing really happens in the world without people. People run the systems. People interact with clients and other stakeholders. People set plans into action and execute the organizations objectives and accomplish the organizations goals.
So here is a funny paradox for you: there is usually nothing that causes more stress for a leader or owner than people problems. People are the “get it done” force behind organizations and yet leaders often are plagued with how to deal with various people issues. Why the tension?
My first leader boss
My first professional mentor was a boss I had at Erickson Retirement Communities. He was the former CFO of a Fortune 100 company and had studied leadership extensively. He said to me,
“Greg, very few people wake up in the morning and go to work wanting to do a bad job. Most people want to do a good job and contribute to the organization.”
Ever have a simple idea or phrase stick with you and change your view of reality in a single second? That phrase changed my view of reality 12 years ago. All the sudden the sun broke through and I had clarity: looking at people as if they want to do a good job and contribute to an organization is essential to developing a good People Strategy.
The dilemma still exists for leaders, though: how is it possible for well intentioned people to disappoint us so often and cause so much stress? I don’t have all the answers but here are a few challenges worth considering.
Here are a 4 insights into “the people factor”
1. People need clear expectations. Ambiguity kills. Are you making it clear what you expect from people? Do the people you lead have a clear and accurate picture of what you want? Nothing sets you up for disappointment faster than expecting things that you haven’t communicated to people (this goes for marriage too).
Here’s a test: go talk to three people that you lead and ask them exactly what they think you expect of them. You may be alarmed at what they share with you. Don’t be defensive. Just listen. What you learn will probably be some of the best feedback you could get from people.
2. People need to be heard and accepted. Have you taken the time to get to know the people you lead? There is a universal desire to be understood and accepted. Being understood is a matter of listening to people. Being accepted is a matter of seeing someone for who they and affirming them (warts and all). People who are heard and accepted are more flexible and will achieve more than those who are not.
3. People need core values that are clear. Are the core values of your organization evident to those involved? Do you hold people accountable to them? These are your principles of operation. Do you even have core values? Whether you have them written or not you have them and unwritten values are dangerous. Principles that accurately reflect your core values will take you a lot further than a set of rules in your policy manual. Don’t be anti policy manuals, but don’t expect them to take the place of core values that people understand and are held accountable for.
4. People need leaders worth following. Are you walking the walk and talking the talking? Do people see your values lived out in your life? No one expects perfection. In fact, no one wants to be around perfection. What people really want is authentic leaders who struggle, own their own stuff, and lead well in spite of their shortcomings.
The people aspect of what we do is essential. How we deal with people will determine how we succeed or fail as organizations, families, and even society. Don’t short change yourself and those around you by not paying enough attention to the people factor.
Keep moving forward,
Greg
P.S. We offer a number of solutions for organizations that need help with their People Strategy. We use innovative testing (Harrison Assessment, DISC Analysis, Myers-Briggs, and others) to help you assess your team. We also offer half and full day leadership development retreats as well as individual consulting for leaders. Contact us to find out how we can help you with your people.