When poet Robert Burns penned those words more than two hundred years ago about seeing ourselves through the eyes of others in his famous poem (To a Louse, 1786), he could not have known they would apply so fittingly today. As a manager or leader in our organization, we often fail to consider how others see us or how our words and actions may negatively affect them … think “lack of engagement” or “negative turnover”.
Instead of looking in the mirror and reflecting on whether our hair is combed or if the jacket or sweater fits well, a wise leader will look beyond the outer image, go beneath the surface. He or she will evaluate and look inside their true self.
Viewing our deeper selves and blind spots and then honestly recognizing what we see is a difficult task. Getting to the truth will require the help of others since some people know only one side of us. Deciding what we are going to do with the information we receive will require help too, because it’s easier to make no change. If you’re tempted to think that way, remember change is the only way to grow.
So, facing two paths – CHANGE and NO CHANGE – let’s say we opt for CHANGE. What will keep us on the straight and narrow path?
Here is a plan that can enable change:
- Seek feedback. The only way to know how others view us is to ask. Getting their input can tell us where we are now, which is an important step in getting where we want to go. Honest feedback illuminates our current state and provides a foundation for our betterment. Instead of seeking out a trusted friend, it’s more helpful to learn from the people you interact with on a regular basis at work (one’s boss, peers, and direct reports). Either our CheckPoint 360o (competency and skill based) or our Emotional Intelligence 360o are great tools for getting this type of feedback.
- Be courageous. If you discover you behave in ways that make it difficult for others to do their jobs, you have a responsibility to change your behavior. Embarking on such a course implies to those who take the journey with you that you are serious about change. To request feedback is not easy, but to seek it and then do nothing invites cynicism. The alteration might be as simple as communicating in person instead of through memos; or, it might be more complex, requiring you to restructure the way you do business. If that’s the case, one of our executive coaches can help you.
- Do not assume anything about your employees. Know them better than they know themselves. We have the tools available to tell you exactly who is working for you – and don’t believe you can apply the same management style to everyone and get the same results. A multitude of different faces greet you when you walk into your organization. They are likely to include four different generations, both genders, and a multitude of different races and ethnicities. In this global marketplace you’ll find variations even within identifiable groups. It’s imperative you know your employees and what it takes to keep them motivated. Our PXT Select and Everything DiSC assessments can help you.
- Manage frustration. Realists know there are some things they will never change. Smart leaders recognize obstacles and adapt their responses when difficult changes are beyond their control. Keep this in mind whenever you feel caught between harsh choices.
- Know your limits. Sometimes achievers forget no one is perfect, each of us is still a student of life and a creation in progress. This is not permission to remain static, but we don’t need to consider ourselves failures either. Take the middle path: Admit your mistakes and blind spots and resolve to do better.
As we commit to improve our leadership behavior, we must remember that discomfort accompanies important change. But if we do nothing, the return will also be nothing.
We have the tools, means, and experience to help you. Talk to us, we’d like nothing more than to help you and your organization.