Leadership Patience

Leadership patience is the ability to lead without having to drive the train on every issue.  Many leaders struggle with this.  Even the best leaders struggle with letting go and gently guiding the direction of the organization instead of moving hard and fast on the issues.  Patience is often overlooked, especially when it comes to leadership.  Don’t get me wrong, there are most certainly times when you need to move quickly and decidedly, but if you are being a good leader, these moments will be rare.  Don’t worry, leaders don’t have all the answers, many times they have very few answers, but they do know how to get the team to discover the answers.  That is leadership patience.

Far too often I see leaders making decisions before the discussion and then fail to listen once the discussion happens because they already made the decision.  It can be difficult to hold off on making a decision, and most leaders know the direction they want to go, but make a deliberate effort to know the direction you want to go and then be receptive to different ways of how to get there.

New leaders need to be very careful about having preconceived notions about the organizations they are taking over.  Deciding what to do and how to do it before you have been brought up to speed on all the nuances of the organization is a costly mistake and the recovery can take significant time.  If you want to see how your ideas will be received, you can do that without giving away your desire to implement them.  Simply ask the question and listen to the response.  You should be able to distinguish biased answers from legitimately thoughtful responses.

Simply put, people do not like change.  In many cases, they will fight change even when they know it is a good change.  I think the biggest reason for this is because it takes energy to change.  In our busy organizations, change takes energy away from important things we are already doing.  Taking that energy and using it on change creates anxiety because the new process may not even work.  This is why following a change management methodology is wise.  It helps reduce the anxiety of change and can help create an intellectual and emotional drive to change which makes the effort worthwhile.

Listen to your people.  It takes longer, you might not get the answer you want, and your forfeit perceived control, but the only way to effectively lead is my listening to the people under your charge.  Listening is difficult for everyone and is especially difficult as we get older and more experienced.  So, take the time to listen, slow the process down and be patient!  We all know you could change it and be finished in a few days, but unless you want to be stuck doing the tactical level work, you need to be patient and take the few weeks to listen and create a plan the team is willing and excited to work with.

 

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Is Changing Your Mind Good Or Bad?

It’s Good.  That’s the answer.  There are always circumstances that will dictate whether there has been a positive or negative effect from changing your mind, but let’s look at this question from the general position of, should one be open to changing their mind.  And from this perspective, the answer is unequivocally yes!

In politics, this is called flip-flopping.  A term flung around like it’s a disease.  In real life, being open to the possibility that your initial position is wrong, takes much more strength than stubbornly grasping to that position.  Not to say this is an easy task.  Our decisions are based on many things that we don’t always understand, outside of some experts in the field.  Personally, I struggle with this as much as anyone, although as of late I have been making a deliberate attempt to get better at it.

What positive effect does changing your mind have?  The first thing it tells them is that you are willing to listen.  This is a vital skill for a leader.  The ability to listen to the people you lead and the humility to let them change your mind cannot be understated.  I’ve experienced situations from both sides of this problem and can tell you that feeling like your leaders are listening to you gives you a great sense of belonging, says you have a voice and encourages engagement from the team members.

Changing one’s mind must be tempered to ensure you don’t actually become a leader that can’t stick to a decision.  Going back and forth is detrimental any organization.  There should be a point that a decision has been made and the group moves on.  Then the decision can be readdressed later if the situation changes or the results of the last decision were not positive.

What negative effect does changing your mind have?  I previously had a boss that had zero original ideas and never made a decision until he could get some sort of consensus.  His decision-making capabilities don’t sound so bad as I type it, but trust me; he was a “go with the popular opinion” type of boss.  There were so many occasions where a person would have a conversation with him, and there would be an agreement only to find out they changed their mind after talking to someone else.  It was almost a game to try to be the last one to talk to him before the decision had to be made.

Be wary of phrases like ‘That’s the way we have always done it’ or ‘We tried that before, and it didn’t work.’  These are indicators that the culture of your organization does not embrace change.  Which probably means your leaders are not open to changing their minds.  It’s time to have these kinds of conversations in our workplace and show how being open to new options and changing a decision does not automatically translate to a negative.

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