“… everyone is employed for the things they can do, no one is employed for the things they can’t do.”
I read this quote in Leadership Lessons In The Age Of Technology by Sophia Matveeva, and I felt like a little beacon was shining out from the page, a little beacon generated by all the truth in that statement by Clive Punter of Outfront Media.
In her article, Matveeva asserts that “good leadership remains the domain of humans” amid a world worried about artificial intelligence taking over. For the record, I agree with her.
She also encourages readers to share the leadership lessons they’ve learned in their organizations.
They’re not necessarily from my current organization, but here are three leadership lessons that are on my mind. Although they’re not from my current organization specifically, they are informed by the fact that I started a second career after two decades in an entirely different industry. My current situation is also different because my first career was at a place where I was literally at its inception. In my current career, the organization had existed for 17 years before I arrived, so I don’t know every single development over its evolution (although I made it my business to try to figure out as much of it as possible).
Be a person others can trust
When someone can trust you, whether it be a subordinate, a peer or someone higher on the org chart than you, the benefit is that you gain a deeper understanding of interpersonal dynamics and organizational goings-on than you would otherwise.
Nothing erodes team unity like unauthorized sharing of others’ information. Nothing cements it like knowing personal concerns can be shared in confidence and sensitive organizational developments will stay protected until the time is right to see the light of day.
Don’t rely on digital communications
This is one thing that has really been on my mind in this new career. So much communication is handled through email and Slack. I know that comes with the territory in 2019. However, it’s so easy for intent to get lost in translation or misinterpreted.
I had a coworker in my previous career who was extremely terse in her email responses. (I don’t know where along the line in my career I heard “if an email has grown to 10 in the thread, it’s time to pick up the phone,” but it’s true and even 10 may be too much.) I got to the point with her that I would pick up the phone and address whatever the question was. Why did we take so long to get to the “real talking” point?
My current job is the first full-time job I’ve had that is a hybrid (a physical headquarters office with many of us being remote workers). I started as a freelancer, communicating almost exclusively via Slack and email (with the exception of a few phone calls with my coordinator).
As a full-time employee, I still interact with everyone mostly via Slack and email, but now there are video conferences as well, and the occasional in-person meeting. I have become a big believer in the power of meeting your co-workers in real life when possible, at least briefly. It just makes a difference to have looked someone in the eyes at some point and spent social time together.
I also always let the freelancers working on my newsletters know I am available via phone or Skype if they prefer that to Slack/email. No one has ever taken me up on that, but I hope it gives them some reassurance that it’s an option.
Leave room for the unspoken priorities
I often think back on the time I was given a lateral transfer at my previous organization that led me to report to a friend, and to no longer have any direct reports. I was a different subordinate after I had been a supervisor.
I had a new appreciation for the pressures an organization’s leaders face that may lead them to make inscrutable decisions.
When I learned in July that my current employer had been purchased, that put some developments in the preceding few months in better context. They were developments that didn’t seem obviously necessary or productive at the time, but they contributed to the adjustments my organization needed to make to prepare for an acquisition. I’m not advising people to avoid being inquisitive, but there’s a difference between being inquisitive and being resistant to change that doesn’t make obvious sense.
Be an encourager
Let’s get back to Clive Punter and the idea that “everyone is employed for the things they can do, no one is employed for the things they can’t do.”
I struggle hard with being critical of myself. My mind has been preoccupied over the past week with an error or two I made that I could have avoided had I slowed down, been more careful, approached things more methodically. I didn’t give the things I had done well equal time.
When I read Punter’s quote, I thought of those things I was frustrated about. I reminded myself about the things I can do, that I do especially well. I had a freelancer thank me for the way I keep them in the loop. I coordinated our afternoon publication three out of five days last week on top of traveling to DC. I kept the balls up in the air that had to be there, and made a solid contribution to putting out a great product.
We need to encourage those around us whose inner monologues are heavier on what they haven’t done right and help them celebrate the ways in which they have been assets. This includes encouraging ourselves.
Leaders are trustworthy. They are direct when they need to be, understand the big picture and encourage.
They do the things they were employed to do.