Different working styles!

Different working styles: Prevent the crash and burn of promising collaborations?

Rhea and Emily were stellar leaders, but their collaboration saw a tragic end.?

Rhea was a highly accomplished leader with an impeccable track record. Bursting with enthusiasm to embrace fresh challenges, she set her sights on a position in a brand-new function. Enter Emily, a seasoned professional from the outside, handpicked to lead this exciting venture. Emily boasted a wealth of experience gained from working with prestigious consulting firms. She was thrilled at the opportunity to establish the new function and had grand plans to ensure its success.?

During her interview with Rhea, Emily was instantly captivated by her personality, her enthusiasm, and her impressive management background. It was a highly promising partnership.

Soon, however, a rift began to form. Their different work styles clashed head-on. Rhea thrived in environments where ideas flowed freely, and success happened through empowering the teams. Emily, on the contrary, was a master of structure, spending her days meticulously researching and preparing detailed decks (presentations) at her desk.?

The clash of styles and unmet expectations gradually eroded the trust between them. Rhea, once an engaging and positive leader, started to feel demoralized by Emily's emails critiquing her decks. These constant blows to her confidence caused her to doubt her abilities and withdraw from her colleagues.?

Unfortunately, Emily misinterpreted her decline in engagement as defiance, leading her to tighten her grip and micromanage her even more.?

Finally, Rhea found another role for herself. Emily accepted that she couldn’t do justice to Rhea’s talent and let her go.?

Emily’s Path to Building Trust: 5 Key Actions

Emily could have prevented the break in trust through these five actions:

1.?????Recognise and leverage strengths:?Emily was well aware of Rhea’s exceptional skills in people management, relationship-building, and marketing. By acknowledging and harnessing these strengths, she could have fostered a sense of trust and created an environment where Rhea could thrive.

2.?????Communicate expectations clearly:?Setting clear expectations is paramount in any working relationship. Emily should have effectively communicated her vision, objectives, and the significance of PowerPoint presentations in achieving their shared goals. Such clarity would have helped Rhea understand the bigger picture and align her efforts accordingly.

3.?????Offer constructive feedback:?Rather than resorting to demoralizing emails, Emily could have provided constructive feedback aimed at helping Rhea improve her PowerPoint skills. Emphasizing growth and development would have kept her motivated and confident.

4.?????Foster open dialogue:?Building trust requires creating a safe space for open communication. Emily should have actively listened to Rhea’s concerns and challenges, fostering an environment where she felt comfortable expressing herself and providing valuable insights.

5.?????Flex her leadership style:?Great leaders adapt their approach to accommodate the strengths and preferences of their team members. Emily could have adjusted her style to incorporate Rhea’s collaborative nature. This would have strengthened trust and collaboration within the team.

Rhea’s Path to Building Trust: 5 Key Actions

But the responsibility of building trust didn’t rest solely on Emily's shoulders. Rhea could have taken steps of her own to bridge the gap and build trust.?

1.?????Initiate open communication:?Recognizing the trust deficit, Rhea should have taken the initiative to approach Emily. Initiating a conversation about her concerns and challenges would have opened up a dialogue, the first step in finding common ground.

2.?????Seek mentorship and guidance: Rhea could have reached out to mentors within her network for advice on navigating the situation. Their guidance and fresh perspectives could have shed light on alternative strategies and potential solutions.

3.?????Invest in learning:?Although preparing decks weren't her forte, Rhea could have taken the initiative to understand its importance in consulting and enhance her skills or sought external assistance showing her commitment to growth and adaptability.

4.?????Share her perspective and concerns: Honest?and open communication is crucial for resolving conflicts. Rhea could have expressed her discomfort with the micromanagement and critical feedback, offering her perspective and highlighting her strengths that could contribute to the team's success.

5.?????Offer solutions:?Instead of dwelling solely on the challenges, Rhea could have proposed alternative approaches that leveraged her strengths. Suggesting collaborative strategies or recommending team members with complementary skills would have demonstrated her commitment to finding effective solutions.

Recognize emerging trust deficit early on, and take action to remedy it before it reaches the point of no return. Remember, open communication, recognition of strengths, and adapting your leadership styles to match the team's needs are vital elements in building strong professional relationships.

I’m Ritu Mehrish and I help leaders build and lead high performing teams. If you haven't yet then please subscribe to my newsletter Leader's Digest!