A popular Halloween-themed commercial makes fun of victims in horror movies. It shows four terrified young people running through the night from an undisclosed danger, making the decision to bypass an awaiting getaway car and choosing to hide behind a wall of chainsaws—all while the “bad guy” watches in bemusement and anticipation. In the end, the announcer says “If you are in a horror movie, you make bad decisions. It’s what you do.”
Leaders are supposed to lead. That is what leaders do. Not leading is a bad decision. I am constantly amazed by the number of leaders who fail to effectively lead their people because they are “too busy.” I normally run across the “too-busy leader” when I am called into an organization to help with an HR crisis such as high turnover of key employees, increasing employee complaints, dysfunctional teams, sagging productivity, increased workplace accidents, or a threatened union campaign. In almost every case, the once passionate, motivated leader has “fallen asleep at the leadership switch” and become hopelessly sidetracked by mounting paperwork, emails and texts, production demands, deadlines, budgets, and countless meetings.
The result is full or partial abandonment of the practices that make a leader a leader. I’m talking about the very basics– getting to know their people, listening to employee feedback, setting clear goals, providing recognition and encouragement, communicating values, vision, and important tactical information, modeling the organization’s values, and holding employees accountable.
In most cases, the too-busy leader does not become that way overnight. It is a slow fade. The meetings start piling up, aggressive new budget goals are handed down, customers become more demanding, production issues require constant attention. There is always a squeaky wheel, and something has to give. Often, it’s the little things that go first. Things like walking around on a daily basis to speak with employees and monitor progress; stepping into orientation meetings to meet new employees; recognizing employee birthdays, anniversaries, and achievements; taking time to listen to employees; communicating important goals and milestones, or eating a meal with the team. Once that happens, some of the critical functions like meaningful employee evaluations, employee meetings, employee surveys, safety focus, and employee training follow suit. The end result is disengaged employees, a frenetic, reactive workplace, high turnover, more on-the-job injuries, and the potential for long-lasting damage to organizational morale and reputation. In many cases, the damage is so great that the organization is forced to replace the too-busy leader with a new leader who once again shifts the focus to effective people leadership.
It IS possible to be a great people leader and still meet aggressive production and budget demands. It is well-established that highly engaged employees are more productive, produce higher profitability, attract greater customer loyalty, have lower absenteeism, have fewer accidents, and are less likely to leave for another job.
When leaders find themselves in the frustrating and unenviable position of “too busy to lead,” it’s time to step back and take a hard look at WHY they are in a leadership position in the first place. It’s also time to determine WHAT is taking them away from the job of being a leader and HOW they can pull themselves out of the mire before too much damage is done and it’s too late to turn things around.
If you are one of those too-busy leaders who have been overwhelmed by the urgent and lost your grip on the important and significant, it is a good time for a “reboot.” Here are some steps to consider:
-
- Review how you spend each day and how much time you allocate to people leadership practices. Are you managing your time and priorities wisely? Where are you wasting finite time that could be spent more effectively developing and leading your team? What can you eliminate, automate, or delegate in order to maximize your time?
- Perform a critical self-evaluation of your leadership effectiveness and impact. Good leaders strive to be self-aware and to improve every day.
- Ask others in your organization to give you candid input on specific ways you can improve as a leader. Really listen. Do not take it personally and be willing to take ownership of your shortcomings.
- Set specific, measurable goals for improving as a leader and hold yourself accountable for outcomes. Or, better yet, have someone else hold you accountable. Track your progress over time.
- Read at least one leadership book per month and incorporate best practices that you read about or learn from others. The Busy Leaders Handbook by Quint Studer is a great resource for any leader. Look for opportunities to attend (live or online) good leadership courses and workshops.
- Find and engage a leadership mentor. Perhaps someone in your organization or industry who you and others respect for his or her ability to be an effective leader even when the workload seems overwhelming. Be willing to learn and to change where needed.
No matter how busy you are, people depend on you for direction, example, and inspiration. You simply cannot afford to become complacent or to default in your role. Your employees’ livelihoods, and sometimes their lives, may depend on you. You have the incredible power to enhance or diminish the success of your organization and the people who work there. Real leaders make a difference. That’s what Leaders do.
Mike Perkins, J.D., SHRM-SCP, is President of Frontline HR Solutions, a full-service human resources consulting firm that assists large and small employers with compliance, crisis management, conflict resolution, and coaching/training. Frontline offers customized coaching and training programs for busy leaders. Contact Mike at mperkins@frontlinehr.com or 833/FRONTHR to discuss how Frontline’s leadership training can help your organization improve employee engagement, increase productivity and profitability, and minimize the risk of employee lawsuits. www.frontlinehr.com
Thank you for visiting our blog.
Jim Weber – Managing Partner, ITB Partners
Jim Weber – Managing Partner, ITB Partners
I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so; please leave a comment.
Most of us support charitable and religious organizations. These are the organizations that support the needy among us and/or give us spiritual inspiration and guidance. They all do great things. And to do their work, they all need money to support their missions. Unfortunately, until now, our only course of action to provide support has been personal giving and/or to solicit giving from others.
My first 3 Blogs focused on the selection process to obtain the best possible Diversity and Inclusion (D & I) candidate for your organization, then transitioned to Step 1 of the DDC approach – the Assessment. Before exploring Step 2, I wanted to add a bit more texture to Step 1. It starts by gathering key information on the company i.e. the vision statement, values, and demographic composition of all levels of the organization. This information helps the CDO frame confidential 1 on 1’s with each member of the leadership group starting with the CEO. These sessions are critical to obtaining a relationship of trust allowing for a free and honest sharing of information to the CDO, which is best achieved by utilizing an outside resource.
