LEAD WITH COMMON SENSE
"Common sense is instinct. Enough of it is genius." George Bernard Shaw.
You sit before your supervisor, a wave of emotions and self doubt circulate. Butterflies, more like hornets, stir within. “I have decided to pursue a new opportunity. Thank you for your support; I have grown considerably and will carry the learnings through my career.” You expect a calm and level-headed response. Yet, more often than not, the person across you turns senseless. You wonder: Who is this across me? Certainly not the supportive supervisor you’ve grown accustomed to.
Former colleagues and I recently had a chat about the above scenario, and these are some responses we have heard from our supervisors: “You will fail in your new role”, “You will not enjoy it and will quit in short order”, “You are being selfish for leaving”, “Your timing could not be worse, consider staying a few months extra before leaving”. This is the majority of outcomes, unfortunately. Leaders, please keep in mind that it’s a privilege when your staff keep you informed about their career paths and next steps. If your staff are not open with you from the start of their search, the problem likely is not them, it is you.
How can a leader turn on a dime? How can a simple decision be made so much more complicated? How can the right way be ignored? There are countless examples of leaders straying the course when bumps come up in the journey. Strip away all the key traits of a great leader, and using common sense is at its foundation. One of my core values is based on treating others how I want to be treated. This principle guides my leadership style: I am leading people, not projects. People are at the centre of what I do. Without common sense, I cannot be there for them as a leader.
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Think of the following values next time you respond to a staff member, or make a decision that will impact the team. Irrespective of the scenario, from telling you they are moving onto a new role, are having a hard time with a project, are dealing with a difficult co-worker, or are not in agreement with a decision you or the organization has made. Remember, lead as you would want to be led. Put yourself in their shoes. At the end of the day, a leader is just one member of the team. I believe no one would want to feel insignificant or unappreciated by a supervisor because of a choice, especially if your choice was based on common sense.??
Circling back to the initial scenario. Leaders, all you have to say is: “Congratulations, I am happy for you. If there’s any way I can support your transition, let me know.” Common sense; it is needed more than ever.
Executive Director of Strategy at University of Toronto
2 年So many of us have been in that seat and received that negative response. Thanks for sharing this Payam! #RISE
Companion Diagnostics | Real World Evidence | Health Data | Patient Advocacy
2 年Especially love the part about being "selfless" and "ego has not place" in leadership. Thank you for sharing this.
Professor at The University of British Columbia
2 年The problem with common sense is that it is not so common…. (Credited to Voltaire)
Virtual CFO and finance team for ambitious non-profits and entrepreneurs | Founder @ AMLB | Passionate about enabling people and communities to reach their potential
2 年Great article Dr. Payam. If I may share a couple of thoughts around root cause and ways to improve. People leaders' behaviours often reflect how they have been treated in the past or 'taught' (either directly or indirectly by loved ones, bosses, etc.) to treat others. Ongoing self-reflection and seeking feedback from team members from a place of humility and desire to truly unlock the potential in others can be game-changers. These are difficult to do because it means admitting you can do much better but is also where I've seen the greatest personal growth occur. Thanks for penning your thoughts and provoking me to self-reflect. Keep them coming!