A Leader’s Regulation Dilemma; The 3 Keys to Best Lead Through Increasing Regulations at Your Job!

I graduated college in 1999, and my first job was in a Mental Health Residential Treatment Facility. I loved the job, and at the time, I was getting paid to have fun, organize activities, go on trips… and had little to no paperwork! As I moved up, the paperwork increased slightly, but only a couple of handwritten paragraphs. By 2005, I was swamped with paperwork, learning different systems to do them on a computer, and actually said to my boss… “Do you want me to do my job or my paperwork!”. I’m not suggesting you say that to your boss, but I’m sure you know what I mean!

It doesn’t matter the industry… regulations, policy, and procedure are always on the rise! I pride myself on seeing the Positives & Concerns in everything; the positives are they help to protect the organization, protect people from bad habits, and help to unify processes and the professional language of the organization as it grows. However, the concerns are… increasing regulations tend to replace “The Real Job” the Employee initially signed up for, received no formal education for… and they tend to be the worst at! I signed up to be the best therapist; I had no idea the company would base that on how great my paperwork was! Nurses sign up to care for people, not to sit behind a screen all day completing forms to verify their work to protect the hospital from possible litigation! I could go on, but you get my point; so, what to do when regulations are high and in the way of doing your passion?

The 3 BIG Problems!

The first thing we must do, personally and professionally, is to understand the 3 BIG PROBLEMS increased regulations pose and then what to do!

?

1. BIG Problem #1 - “The Madusa Effect” – You remember the tale of Madusa; her hair was slithering snakes and if you made eye-contact with her, you’d turn into stone. Yes, gruesome and graphic I know! My point, the main problem with too many regulations is they turn your “Inspired & Motivated” Employees not into stone… but, into the “Script”! They start as natural go-getters and over time, because they don’t want to get in trouble (regulation-wise), they will now wait to be told EXACTLY what to do… and… will only do just that!

Surprisingly, everything that is done wrong or not done at all is NOT their fault; rather the fault of the organization or their boss for the proper steps not being listed in policy or regulations. You now have responsible employees but not accountable employees! Responsible employees do what they’re told; while accountable employees will complete the task, get results, and are sure it’s done as right as possible within their professional capacity… There’s a difference; Be Mindful!

Between starting my business as a Professional Speaker & Leadership Trainer and my former Mental Health Career… there was a time I was doing both jobs. I developed my Leader’s 7; The 7 Professional Languages Your People Need, Want, and Benefit Most Hearing from Leadership. Not only does it work professionally; it works in task-based situations to help impact connection, results, and how to have tough conversations! I get to share it in my books and around the world for Leaders and companies of all kinds. When I shared it with my clients and their guardians, they loved it… but due to regulations, I was no longer allowed to share it with my Mental Health Clients. If that’s not an example of “Inspired & Motivated” turned into “The Script,” I don’t know what it is!

1. BIG Problem #2 - Better Hidden Mistakes! – When there are too many regulations and protocol; you know who knows them best? Your Employees! Therefore, there are more ways to get in trouble or get called out! To stay out of trouble, it only makes sense that they hide their mistakes instead of sharing the issue, their concerns, a suggested solution, and problem-solving as a way to ensure success in the future. Outside of safety concerns… more rules, more problems!
2. BIG Problem #3 - Less Personal & Professional Leadership! – When there are too many regulations and protocol there tends to be a decrease in Leaders enhancing their personal leadership and connection skills because the regulations dictate everything. The Leader is more like a manager of the day-to-day not a Leader with and for their People!

For Employees, there tends to be less personal leadership regarding how they choose to show up to work: speaking their best, doing their best, and being their best. As a Professional Speaker and Leadership Trainer, I’m honored to connect with and impact so many great Leaders worldwide and an unfortunate example I heard took place in a Senior Center. The nurse on duty was sitting next to her patient completing her regulatory paperwork on the computer while her patient remained lying in a soiled bed! Imagine that was your elderly mother, father, or one day YOU! However, the nurse’s paperwork was done, right?

My last job as a therapist, I was informed the new regulation was to utilize the final ten minutes of my 50-minute sessions to complete my paperwork on my company laptop while concluding the session. So, while a person is telling me their BIGGEST PAIN of being raped, abused, assaulted, or feeling homicidal or suicidal… I should be typing, making no eye-contact, and doing what anyone could do that didn’t go through years of counseling training? Wow!!!

So, what can you do as a Leader or more Frontline Employee? There are a few approaches; you may use one or blend them given who you are, the organization you’re in, where you are in your career, and where you desire to go professionally:

The Leader’s Blueprint!

You may be familiar with this concept if you’ve watched my videos, attended my Trainings, or read my books. As a Leader, you want your People to come to you with their concerns, to vent, with idea, and most importantly with suggested solutions to their problems or their problems with the increased regulations.

To be sure this occurs in a way your people will get the best YOU when they come:

• Know and share what method you’d like them to use: email, call, knock at the door, Slack, etc.
• What’s the first sentence they can say that you know will get your attention? If you have time to address it right then and there, great! If not, set a time and follow through!
• What other information would you like them to provide to help move things forward faster: Their suggested solution, how much may their idea cost, what other departments need to be involved, etc.?

Note: Of course, this can also be done in 1-on-1 Meetings, surveys, anonymous surveys and more!

The Show-Stopper!

When regulations are in full swing and the train has left the station! As a Leader, it’s our job to give our People permission to stop the show, slow down the train, and show the faults, problems, and future impact; especially since they’re actually DOING the regulations and closest to the problem!

It’s a Frontline Employee’s job to follow-through and trust that Leadership means their Leader’s Blueprint! Yes, this is risky and I’ve worked in some very professionally abusive work environments. We’ll discuss how to do this most effectively (not perfectly) in a bit.

Follow-Through!

As a Leader, once you’ve noticed or been told how increased regulations are having adverse impacts… you’re truly in a tough spot; as it’s your job to get results and meet expectations from up above as well as positively influence, impact, and protect your People down below. After you’ve listened to your people or found the issue yourself it’s important to know your “Authority Span”… how much authority you actually have to change things, to do your own thing, or to modify target number as you evaluate the problem to be a “Person Issue”, “Process Issue”, or “Policy Issue”.

1. What are the organization’s current goals/your Higher-Up’s agenda?
2. What’s your Authority Span?
3. If it’s a “People Issue”, what will help… increased training, different training, role switches, bringing new people in, letting some people go, reinforcement of goals, stands, and tough conversations?
4. If it’s a “Process Issue,” where’s the bottleneck, and why, who, and what needs to be altered?
5. If it’s a “Policy Issue”… don’t assume higher-ups know and don’t care, be willing to bring ideas to help reduce friction, alter policy, perhaps alter “success numbers”, and increase protection of Your People, Customers/Client, and the Organization. I don’t promise success, but I do promise you’ll find out very quickly who you work for and if it’s a place you’d like to stay or leave!

Months before I resigned from Mental Health, The State came in to audit our files and talk with Employees. You’ve been there… The BIG Bosses are coming, so everyone cleans up the office, stands up straight, smiles, and gives the “Everything’s Great Speech” as if you’re being held hostage and you better say what the company wants or else! Sound familiar? Well, on this day, I didn’t!

The two women from The State who came in were very nice, friendly, and genuinely curious. I was months aways from resigning to begin my Leadership business full time and was very comfortable chatting with those in Executive Positions. I answered their questions honestly; sharing the positives of the program as well as issues I saw as regulatory issues:

• I mentioned how we loved helping our specified clientele, but allowing clients to be in a program for 10 years prolonged or canceled progress in many cases. Do you have kids? Can you imagine telling them they had 10 years to clean their room? How long do you think it would take them to clean their room? 10 YEARS!!!!
• Why are we serving clients who say they don’t want to be in the program or are making no progress regardless of how many hand-holding services were provided; as if there’s not a long line of clients ready, willing, and waiting… and the client that’s not ready is more than welcome to re-register when they are.

I could go on, but you get my point! I shared several issues and suggested solutions with no ill-intent or bad attitude and the two women continuously responded, “Wow, that’s a good point”, “That’s a good idea”, and my favorite, “Wow, I’ve never thought of that!”. I don’t know how much, if anything, changed after my departure but I’m glad I shared it!

I know what you’re thinking… yeah, you said all of that and left; what if you stayed? Great point! At a few other jobs in the past, I did the same thing. I’ve found as long as you choose to approach Leaders from a place of curiosity, acknowledging them as a real person, offering a solution with no emotional reaction to the outcome, honoring the fact they may also think the regulation is stupid but have to keep smiling while delivering the news to you, and with a “Let’s get it done attitude”… you’ll be just fine and Leaders will enjoy and respect you!

Protection!

The final key to Leading through increased regulation will seem counter-productive; as it will create more work for you. Remember, it’s your job to protect yourself, your clientele, and the organization. Therefore document, document, document!

If that new or increased regulation is getting in the way of getting your job done, leading to complaints from your boss or clientele, and/or you feel yourself burning-out… what conversations are you willing to have with your Leader that can help? What suggested solutions have you shared with someone that can help? What information have you provided your clientele with; allowing them to reach out to complain or share to the right people? Is any of this documented to keep you safe and to be effectively passed up the chain of command so the situation can be slowly or quickly tended to?

Lastly, as a Leader your “Busy” and increased regulations don’t plan on stopping… so, be mindful to uphold high professional standards and expectations, connect with your people, reduce friction where and when possible, and enjoy the journey!

What was your Biggest Take-Away? What homework will you give yourself and begin applying NOW to enhance not only your Leadership & Work/Life Harmony… but also that of those you’re Leading?

“After you’ve listened to your people or found the issue yourself it’s important to know your “Authority Span”… how much authority you actually have to change things, to do your own thing, or to modify target number as you evaluate the problem to be a “Person Issue”, “Process Issue”, or “Policy Issue”… Be Mindful!”

????????????????????????? – Andre Young

Written by: Andre Young

Are you looking to impact your Organization, Leaders, Teams, and Employees with Leadership & Work/Life Harmony Trainings, a Keynote Speaker, or Online Program? Click www.youevolvingnow.com to connect, chat, and customize with Andre Young!