The Power of Harmonizing

Update:?Thank you to all who wished me well during my PTO. I followed my own advice (for once) and didn't open my laptop or check my inbox once during the time away. The best part was that the Personify Health team was busy and successful during my absence, so we had a great group of leaders taking care of business. And now, back to the show.

This week, our focus is on the crucial aspect of team harmony. No, we're not talking about singing in the workplace. :) We're referring to the harmonious collaboration and understanding among team members, vital for our collective success.?

But let's talk about musical harmony for just a moment. Harmonies occur when there is "the combination of simultaneous musical notes in a?chord" (webster's dictionary). Harmonies happen when everyone plays a separate note vs. the same one. The blending and balancing of the various notes are pleasant to the listener as they work together. Go to a middle school band recital, and you can hear firsthand what it sounds like when there is harmony and where it isn't.?

Jazz music is notorious for harmony and its ability to improvise within certain constraints. Competent jazz players speak a common language and can quickly determine a musical piece's tempo, style, key, and tone, even as they are playing one they have never heard before or making it up in an improvisational manner. When it works, combining the various musicians' skills makes for complex and pleasantly sounding music. It doesn't sound quite perfect when one player tries to dominate the song or improvises in a way the others can't keep up with.?

Similarly, organizations create teams that should be working together in unison to create something worthwhile. They often assemble like-minded groups of people with a common interest or skillset. There needs to be a leader, so if no one is already established, organizations usually promote their leaders from the ranks due to their success in a specific and business-related skill set. The assumption is that those who excel as individual contributors will be able to lead others doing the same work. If you are an effective teacher, you should be an effective principal. You will be an even better manager if you are a star salesperson. This transition to a leadership role benefits the organization and offers a significant opportunity for personal growth and development.?

Unfortunately, the research, and probably your own experience, paints a very different picture. Many top performers turn out to be ineffective leaders. Sometimes, the mid-level performing individual contributor can be a strong leader.?

Let's delve into the?transition from an individual contributor to a leader. A shift in responsibilities, mindset, and overall status can be quite a contrast. As an individual contributor, your?focus is primarily on your performance. It's not that you don't care about others; it's just that most of your attention and interest is on how you're doing, which is the right mindset. However, as a leader, you have to think about others more than yourself. You have to be thinking externally more than internally. Your perspective is how we all win, not just how you win.?

Now, let's address?a potential challenge. Highly competitive, internally focused individual contributors are sometimes promoted and continue with the same approach that got them the promotion. Instead of harmonizing with the team, they might inadvertently compete against their former peers. After all, they were the ones promoted due to their success. But it's important to remember that success in one role doesn't always translate to success in another. Leadership requires a different set of skills and mindset.?

Here are a couple of questions you should ask to be more successful as a newly promoted leader or if you are about to promote someone from within.?

• What are the specific qualities or skill sets that are needed to be successful in this role? How do we know that to be true? Which ones are the most important? Which ones are optional?
• How are you measuring success? Is there a ramp-up period for them? What is the plan for transitioning from an individual contributor to a leader??
• Where has this person demonstrated those skill sets? What developmental work is needed by this person to be successful in the role? What is the plan to help them??
• Are we selecting this person because they are the most qualified, or is this an "easy" answer to the problem of finding a strong leader?
• Would this person be qualified to take a similar leadership role in another organization? How would you feel if they were leading your competitor's team??
• How are we messaging the team?about?why this person was selected to lead? Is there anyone on the team you should talk to beforehand to ensure the transition goes as smoothly as possible??
• What is the plan to support them through the transition? Can a coach, mentor, instructor, etc., help them deal with the transition?
• What's the plan if this doesn't work out? What's the impact on the organization if you lose them as an individual contributor and a leader??

It's worth spending time and resources to help individual contributors realize that going to this point won't get them to the next point in their careers. Assigning a professional coach or having them enroll in a leadership program is a significant first step to getting them to see life through a new lens. Setting the foundation for success early on helps them and their team be more productive and less stressed. Help them see that their strength comes from harmonizing with the team and playing different "notes" vs. competing for the same ones. Guide them to be the leader of the band, not the star player. It's a huge transition crucial for success as a team leader.?

Your notes, comments, and questions are always welcome, so feel free to add them below. Thank you!