There are the things you are capable of, things you like to do, and then there are the things your organization needs [from you]. Sometimes those things don’t line up. This is especially true when your organization is going through reorganization and attempts at transformation. New leaders, new ideas, and new ways of doing things are all coming together and all you really want to do is ensure you aren’t getting typecast as being a member of the old guard. As someone whose doesn’t have anything to offer to a new way of doing things; at the same time feeling like, or worse being preceived as, the bull in the china shop is equally as terrible.
It’s important for leaders to acknowledge that a team member’s capabilities and desires aren’t always visible due to the contraints of the organization and environment at the time. There are things you can do as leaders to level the playing field and make sure everyone’s voice is heard and can lead to some great exploitations along with better team morale and ultimately, positive progress.
Directs and skip level meetings
A combination of one-on-one and group sessions allows for a direct connection between you and your team to have perspectives heard not the new things the organization is trying to do. This is not intended to be a too many chefs in the kitchen or everybody everywhere situation, but this is intended to breakdown siloes and get well-deserved information sharing opportunities. Leaders need to shephard these conversations.
Separate AND together
Treating each of your team member’s as an individual is critical. However looking at and considering your team, and specifically your direct reports, as a whole is equally critical. Making a decision with one team member, what impact and/or perception will that generate with your other team members? Why does one team member seem to always get the cool stuff? Everyone has things they question and that effects them differently than anyone else. Leaders need to work within this, not around it.
Leaders need to invest a lot of team in their talent aquistion and retention strategies. Good team members want to be challenged and want to challenge right back. It can even create friction at times, but the outcomes are so much better. While not everyone has the same personality, we all want to feel completely seen, important, and valued. This needs to be a constant workstream and optimization target for any good leader.