Tag Archive for: #team

What do you do when someone on your team stops caring – and what if that person is you?

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Caring is a part of who we are. If you’ve stopped caring, it is a coping strategy in response to stress. Not caring means you have built a wall to protect yourself. Maybe you’ve been hurt and are shielding yourself from further pain. Or perhaps you are exhausted from too many demands and expectations of others. Maybe you’re burned out from being pulled in too many directions and are simply backing away.

If this is a person on your team, treat it as an opportunity to explore this with them. If it is you, explore these issues with yourself. Remember that there is a legitimate reason that you stopped caring. There’s no sense judging yourself for it, but by all means, get to the bottom of it so you can open your heart and move forward with compassion. Life is more enjoyable and fulfilling when you bring yourself back to a caring place. And be sure you get there in a caring way.

You Can’t Leave Belonging To Chance

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If you think about the time you have spent in your family, at school, and organizations you’ve worked in, you know what it feels like to belong or not belong, and why it matters. It’s the difference between feeling isolated, detached, and irrelevant, and feeling connected, valued, and engaged. Belonging makes all the difference. We all need to feel that we belong, are needed and appreciated, and that we have something important to offer.

You can’t leave belonging to chance. Leaders have a responsibility to be intentional about creating a space where everyone knows they belong.

Here are three strategies:

  1. Take accountability for your own belonging. Belonging starts from within. Acknowledge that you have participated in creating the conditions you want changed.We can’t expect others to value and respect us until we value and respect ourselves.
  2. Make it safe to have real conversations. Belonging grows in a climate of dialogue. Start by asking: How are we putting up barriers to belonging here? What doubts or reservations do you have? What have you said yes to that you no longer really mean? Peter Block reminds us that leaders must protect space for the expression of people’s doubts. Be curious and get interested.
  3. Focus on gifts. Typically, the only time we talk about a person’s gifts is at their retirement party or funeral. Don’t wait until people are on their way out to express gratitude. Instead of telling people what they need to improve and what they should do differently next time, focus on their talents. Tell others about the gifts you have received from them, the unique strengths and capacities you see in them, and what they do that makes a difference.

We all have blind spots

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Despite our sincere efforts to be a good leader, we all have blind spots – behaviors that are harmful to our leadership and we are unaware of. And because we don’t see them, we just keep managing the demands in front of us, with our blind spots leaving a destructive wake. Just as there is always a gap between what we espouse in our culture and the reality of our culture, there is always a gap between the self we think we present and the way others see us.

Unacknowledged blind spots will limit your impact and diminish your overall leadership capacity.

Five strategies for working with your blind spots:

  1. Make working with your blind spots a priority. Accept that you have them – we all do – and be committed to uncovering them. It’s not the blind spots per se, that are destructive. It’s our unwillingness to see them and work with them.
  2. Be curious. Carve out time for self-reflection. If we’re honest with ourselves, we have a sense of what our blind spots are. For me, one is when results aren’t immediate, and I’m stressed from not having the control of the outcomes. And when I’m stressed, I’m tense, and I question the impact I am having on my team. Other blind spot possibilities to consider include insensitivity to your people in a drive for results, over-valuing being right, a lack of strategic thinking, inflexibility, etc.
  3. Get regular feedback from people who know you and will tell you the truth. Feedback can come from a trusted confidant, a coach, or a support group. It can also come from your team – even if you start by making it anonymous.
  4. Acknowledge your blind spots and ask your team to elaborate. In my case, Marg, my VP of Client Care, elaborated on my blind spot when she explained that when results are down I have a tendency to disconnect from my vision, get stubborn and rigid, and resort to black-and-white thinking. This diminishes and disrespects the efforts of the team, while dis-inspiring people. Tension is contagious, and the team withdraws.
  5. Thank your team for their courage, recommit to make a change, and ask for their support. I find it useful, at this point, to craft an accountability agreement for how we will help each other grow.

Working with your blind spots is less about a destination and more about a method of travel.

Openly embracing your blind spots on a regular, ongoing basis restores your commitment to grow, keeps your vision fresh, and is a way for your team to continue to build courage, trust, and openness with each other.