Captain Hothead was mad. Our unit returned from the field and we were missing a sensitive piece of equipment which is a big deal in the military. No one was going home until we found the missing item. Captain Hothead called his leadership team into his office and exploded on us. How did we let this happen? Why were we all so stupid? He was ranting like a lunatic, yelling and screaming for all to hear. Suddenly someone knocked on his office door and let him know the missing item was found. The problem was solved. I was a young lieutenant in the Army, wondering if I was experiencing lessons learned about how to effectively engage members of a leadership team. My hunch was correct.
Lesson Learned #1 – take the blame for any failure
Captain Hothead did not understand the first lessons learned for how to effectively engage your teams – take the blame for any failure. As a leader, it is crucial that you hold yourself accountable for all the results your team produces – the good, the bad, and even the ugly. Take the blame when your team fails. Own it. Don’t throw your team members under the bus when things do not go well. Instead – take responsibility and get busy fixing it. Some will ask why in the world would you do that if the failure is a direct result of your team members’ actions. The answer is simple. You are clearly demonstrating that you have their back when it matters most. It shows that you are with them in both the good and bad times which builds trust. Jocko Willink describes his concept of extreme ownership in the video below.
Lesson Learned #2 – praise your team publically for successes
When your team delivers excellent results be sure to praise them publically for their success. I am amazed by the number of leaders who do not know how to do this. Rather than celebrate a victory they tell their team to get back to work right away without any acknowledgment of their success. It is not a difficult task to publically praise your team. Below are a few simple examples. Note that none of these take that much time or resources to execute.
- Group meeting – give them a “shout out” during your next meeting.
- E-mail your boss – send a note to your boss praising the team.
- Awards – submit them for an award for their performance.
- Gift – buy them a gift for a job well done. Include a thank-you note.
- Team meal – take the team out for a celebratory lunch or dinner.
- Team Happy Hour – gather after work to raise a glass and celebrate.
“Public praise is a force multiplier. It will boost your team’s morale and help sustain them when times get tough.”
Colonel (R) Richard J. Keating, my father
Lesson Learned #3- do not scold in public
Members of your team will make mistakes. As the leader, you will need to deal with them. Sometimes that means providing feedback or coaching. In other situations, you may need to do something more drastic like remove someone from a position, or fire them. It is vitally important that you conduct these crucial conversations in private, not public. No matter how big or bad the mistake is, do not scold anyone in public. It is humiliating, and no one wants, much less deserves that kind of treatment. Plain and simple – do not embarrass anyone in public. If you choose to ignore this lesson learned you will pay the price. I have seen it happen many times. A leader went off on someone in public and it came back to bite them later. Don’t do it. Be the better leader who handles these conversations appropriately.
Lessons Learned #4 – if you make a mistake, fix it
Not only will your team members make mistakes. You will too when it comes to engaging your team. It is inevitable. My advice if you make a mistake is basic – fix it. Loopback with the person or people involved and make things right. For example, not too long ago I did not heed my own advice and scolded someone in front of others. It was the end of a long day. I was tired and hungry. I told this person rather forcefully that he took way too long wrapping up the day with a group of customers. It was a mistake to snap at this person and I knew it. Someone on our team also let me know that I embarrassed the person with my way too direct feedback. Shortly thereafter, I went to talk with the person letting him know I was sorry for my comments and appreciated all the work he had done that day. He accepted my apology and we moved forward successfully. If you make a mistake like I did don’t wait for things to get better. They won’t. In fact, it will probably get worse.
Bottom line – leverage these four lessons learned to effectively engage your team
- Take the blame for any failure.
- Praise your team publically for its successes.
- Do not scold in public.
- If you make a mistake, fix it.
When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.
Simon Simek
ATW! is designed to make you a better leader
I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!