#31 | 11.2.23 - When a leader can't say "I don't know" / The Silent Pandemics / This Is Deep / Adobe's AI-powered dress
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When a leader shouldn’t say, “I don’t know”
Over the years, I’ve encouraged my team by telling them, “I don’t know is a fine answer today, but not tomorrow”. The meaning behind that - when working in IT support, technology changes rapidly. As much as we all try to keep up on the latest thing, it’s just not possible. So, when helping people with their technology issues, it’s very possible to run into an issue in which you don’t have an answer. In that situation, I encourage the team to be honest and let the person know that further research would need to be done before an answer given. Hence, you don’t know the answer today, but (hopefully) you will tomorrow.
I’ve been thinking recently - are there ever situations in which a leader shouldn’t say, “I don’t know”?
I think there is. Here’s a few questions in which I recommend “I don’t know” can be a damaging answer, as well as action items to avoid it:
QUESTION 1: “How is the culture of the organization/team?”
If a leader gets asked about the health or welfare of the team, an “I don’t know” may reveal a detachment to that team/organization.
One of the main jobs of a leader, and his/her team, is to nurture a healthy/productive/safe team culture. This begins by remaining in touch with the team’s mental and emotional well-being.
Action steps:
Regular Check-Ins / 1x1s: Schedule consistent one-on-one times with each of your team members to discuss their work, any challenges they are facing, and their overall well-being. These meetings provide a safe space for team members to share their thoughts and feelings, and they give the leader insight into the team's emotional state. It’s cheesy, but I refer to this as checking on their ‘heart and hands’.
The heart - how are they doing? How is their family doing? Any celebrations? Any struggles?
The hand - what are they doing? Questions about their work, progress, blockers - anything you as their manager can do to help clear the road.
Promote Open Communication: Cultivate a team culture that encourages open and honest communication. Make it clear that feedback is always welcome. This helps to build trust and ensures that team members feel comfortable sharing their thoughts and feelings.
Provide Resources and Support: Ensure that there are resources and support systems in place for team members who may be struggling. This could include access to counseling services, mental health days, or employee assistance programs. Additionally, do whatever you can to reduce any unnecessary stress or pressure on the team, and be ready to provide additional support during particularly busy or challenging times.
QUESTION 2: “Where are we going?”
John Maxwell once said, “A leader without followers is nothing more than a man on a walk”, and a leader lacking clear direction will soon find themselves on a walk.
Now, an exception to this would be when you accept a new role within an organization. There are countless books and articles (some referenced here in past issues!) that note the importance of listening and gathering information when in a new role. That’s completely legit and recommended.
With the exception of a new role, it is crucial that the leader is able to decisively indicate the end goal. Admitting to uncertainty about the destination is not a viable option.
Action steps:
Set Clear Objectives: The leader should work on establishing clear and achievable objectives for the team. This could be done through strategic planning sessions, for example. However you decide to do it, it’s important that these objectives are specific and measurable.
Engage the Team in Decision-Making: While the leader needs to provide direction, it’s also important to involve the team in the decision-making process. This can be achieved through regular meetings, brainstorming sessions, and open forums where team members can voice their opinions and contribute to the planning process.
Communicate Effectively and Often: Once the objectives and direction are set, and the team is engaged, the leader must communicate effectively to the entire team. This involves clearly articulating the vision, the goals, and the steps needed to reach them. The leader should also be open to feedback and ready to address any concerns or questions that the team members might have.
QUESTION 3: “How are you doing?”
The best leaders I know are able to be self-aware and conscious of their emotional state. Additionally, it’s up to the leader to have an idea of their strengths and weaknesses. I’ve heard it said, “If you aren’t aware of your blind spots, everyone else is.”
Action Steps:
Regular Self-Reflection: Leaders should allocate time for regular self-reflection to assess their emotional state, behaviors, and the impact of their actions on others. I find that anytime I can get away from a screen, my mind is free to evaluate and reflect, which I find is crucial for my personal growth and improvement.
Seek Feedback from Others: This one can’t be stressed enough. We are not meant to lead in isolation. The expression, “It’s lonely at the top” is complete nonsense. I believe leaders should actively seek feedback from peers, team members, and mentors to gain insights into how they are doing. Being open to feedback and willing to act on it demonstrates humility and a genuine commitment to personal development.
Invest in Professional Development: Leaders should consider investing in professional development opportunities such as coaching, workshops, or courses on emotional intelligence and leadership. I’ve mentioned this before, but becoming a certified CliftonStrengths coach was so valuable to my leadership. It helped illuminate blind spots of which I was unaware. Resources like that can provide valuable tools and strategies to enhance self-awareness, understand emotional states, and develop the ability to manage emotions effectively.
The Silent Pandemics
Another list of which I don’t agree with all of the content on this thread, but that’s what I like about it in that it makes me think. Definitely some thoughtful items on that list.
This Is Deep
The algorithm/matrix must have been listening to my week, as this post showed up in my IG feed. Hit me right between the eyes.
Plus, a solid illustration as to why it’s good to own a pet 🐕
Adobe's AI-powered Dress
Yes, the same Adobe that has brought us Acrobat Reader and Photoshop. Now they’re in the fashion industry. Pretty cool demo!
Words to wrap up:
"Average leaders raise the bar on themselves; good leaders raise the bar for others; great leaders inspire others to raise their own bar." - Orrin Woodward