Pass-if Aggressive

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This title is an obvious play on words, yet it is intentional in design. We shall arrive at that in a moment. To begin, let us contemplate the original, and most familiar spelling and context of the phrase, passive-aggressive. The phrase is utilized often, maybe even over utilized, without much thought to the definition of the phrase. A simplified and thought-provoking definition of the phrase passive-aggressive is, "A pattern of indirectly expressing negative feelings instead of openly addressing them. There's a disconnect between what a person who exhibits passive-aggressive behavior says and what he or she does." I'd like for us to discuss the latter part of the definition that specifically calls out the disconnect between what a person who exhibits passive-aggressive behavior says and what he or she does.

Every person on earth has exhibited some behavior that displays a disconnect between what is said and what is done. This is simply unavoidable in the human experience. The key word in the above phrase is "pattern." A one-time disconnect should not raise ire, but a pattern of behavior is a cause for concern.

As a leader who has spent quality time developing relationships with your teams, My Great Aunt EDNA would suggest that prior to moving towards Accountability progression, one should determine if the pattern of behavioral disconnect is driven by passion or aggression. Passion can sometimes be mistakenly identified as aggression, and in the case of cultural diversity, is likely to happen without further due diligence. Identified passion within the context of passive-aggressive behavior can be addressed by job change or increased responsibility given to the deliverer of the passive-aggressive behavior.

So what if the further due diligence arrives at a conclusion that the behavior is simply aggression void of passion? Should a leader "pass" on this team member? For those of you who are frequent readers of this newsletter, you knew a sports metaphor was on the way...Let us look at the 1998 Chicago Bulls. Michael Jordan and Scottie Pippen were the most formidable duo on any team in the NBA in that year. They were the 1-2 punch that most teams attempted to mimic to create their own championship dynasties, yet most of them failed. Why? Because they lacked a player like Dennis Rodman, who was unapologetically all aggression. It was no secret to the players on the Chicago Bulls, or the fans of the sport, that Dennis Rodman had lost his passion for playing basketball, yet coach Phil Jackson was able to channel Dennis' aggression into one particular focused area; rebounding.

I can hear the skeptics now...that was basketball, and this is business. Agreed, that the comparison is not a perfect parallel, yet the underlying principles are still true. Many leaders have taken the stance that if any of their teams members are deemed aggressive, we should pass on them. The key word in the above mentioned phrase is "deemed." I would suggest you all read, "I'm Not Yelling," by Elizabeth Leiba , which does a masterful job of empowering black women to find their voices in toxic work environments, and explores the data and accounts of Black women in business who face, work through, and rise above workplace discrimination in the form of tagged characterizations after they address inequalities. In many cases, associates are deemed aggressive, therefore passed on by leaders within an organization. This aggressive characterization can be true for any race, ethnicity, or sexual orientation.

So, I ask you again. Should a leader pass-if aggressive? I would suggest that if aggression is a needed component for the team's overall success, and a leader has the leadership experience to channel the aggression to where it is most needed in a positive way, do not pass. If aggression is not a needed component for the team's success, and the passive-aggressive behavior is causing team angst, pass on the aggressiveness with the sharpness and precision of a Steve Nash pass.

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