Respecting Your Team Is the Basis of Good Leadership
In the musical Fiddler on the Roof, the protagonist, Tevye, sings about how good it would be to be a rich man. One of the things he dreams about is the most important men in the town coming to him for advice and “Posing problems that would cross a rabbi’s eyes…” Tevye’s response:
And it won’t make one bit of difference
If I answer right or wrong
When you’re rich, they think you really know.
If you substitute “old” for “rich” in his response, you might understand my position. I’m at an age where young emergency managers seek me out and ask advice on leadership. They want to know the “secret of my success.” (They look a little worried when I give them a quizzical look and ask, “what success?”)
There is no “secret” to succeeding as leader. While we might argue about whether leaders are born or made but the simple fact is that we are shaped by the people we have encountered, for good or ill. I have had friends and mentors who have moulded me by their examples. I have also had bad leaders who also shaped me, either creating bad habits that I had to work to correct or showing me examples of the type of leader I did not want to be.
Over the years, I have distilled all these encounters into my own personal mantra: a leader’s job is to provide his or her team with the things they need to get the job done. This can mean providing the tools they need, such as clear objectives, specific guidance, or correction as necessary. However, there is a lot more to unpack in that mantra, so bear with me.
The single most indispensable thing you must give your team is respect. That respect is more than praise; it must be demonstrated by the way you interact with them. General George S. Patton once remarked, “Never tell people how to do things. Tell them what to do, and they will surprise you with their ingenuity.” By allowing the team to take responsibility for the success or failure of a project, you demonstrate trust and respect in their abilities. Are you taking a risk? You better believe it! But the payoff can be amazing. I have found that teams that had a say in developing strategies and workplans consistently performed well for me and came up with ideas I would never have thought about.
One way of mitigating the risk is by playing to an individual’s strengths. My first assignment as a young armor lieutenant was to a “misfit” company that got all the men that the other companies didn’t want. Yet was the best company in the battalion. I soon realized that the secret was the company commander – he would assess each new man and assign tasks that played to that soldier’s strengths. The prime example was an old sergeant that had a low IQ and marginal people skills. But he was passionate about machine guns and that passion enabled to train others. He was our principal trainer on machine guns, and we always scored highly in that area. Are you allowing team to follow their passion?
In Managing the Unexpected, Weick and Sutcliffe’s study on high reliability organizations, they identified one of the characteristics of these organizations as deference to expertise. This means being willing to allow team members to feel comfortable questioning decisions where they have more experience in the area under discussion. My deputy in San Francisco had forgotten more about emergency management than I’ll ever know and we had a code. Whenever I was on the verge of making a bad decision, he would say, “Can we revisit that?” That was his polite way of saying, “You may be about to screw up here.” We would discuss the issue and if I still made the same decision, he would support it. But the moment is that he felt comfortable raising the issue and I did not feel threatened by him doing so.
What’s the downside of not showing respect to your team? It can be your worst nightmare. I was in an organization where the boss worked staff into exhaustion because of an upcoming audit. He continued to do so even after the audit was delayed several months. Morale was about as low as you could get, and one influential employee confided to me that we were going to fail the audit. When I expressed my concern over deliberately failing after all our hard work, he smiled and said,” Don’t worry; you’ll be taken care of.” We failed that audit in every area, except for those for which I was directly responsible. The manager lost his job; I didn’t. It was a major lesson for me about the power of a team and what can happen if they’re not respected.