This is a true tale of two leaders.
Within 10 days I had two requests for facilitating a teamwork session. Ironically, they were in the same industry and wanted about the same number of people, in the same positions to attend so they could “learn to get along and collaborate.”
And that is where the similarities ended. This story tells the tale of two leaders and the choices they made and how their choices can make all the difference.
To quote Robert Frost in The Road Not Taken:
Two roads diverged in a wood, and I—
I took the one less traveled by,
And that has made all the difference.
In my book, From Type A to Type T: How to Be a Transformational Leader in a Bottom-Line World the Type A leader is described as competitive, arrogant, concerned about status and making decisions that will “look good.” Many organizations are run by Type A leaders and many decisions are made so they can look good to the shareholder or to their board or to senior management. Very few Type A leaders will make decisions to look good to the employees.
The Type T leader, on the other hand is described as inclusive, empowering and looking out for the good of the whole. Their decisions are more strategic and long term and they are willing to forfeit short term gains for long term impact.
You see, it’s the day-to-day, mundane decisions, like a team building session or ways to recognize and reward people, that really distinguish the Type A person from the Type T leader.
In the example of the requests to facilitate the team building sessions, my proposal was the same for both organizations. My proposal included concrete examples and ways to collaborate and a “game” which required them to take the information they heard, apply it and work together to complete a task. Having done this exercise more than 100 times, I know it has direct applicability to teamwork in the workplace, which is why it’s effective.
One organization accepted my proposal. The other chose to take people bowling.
I ask you this: how is bowling going to improve communication, teamwork, collaboration and impact the bottom-line?
The unfortunate part is that at the end of the year, these managers will most likely check the box that says, “provided opportunities for teamwork.” The reality is they probably spent several thousand dollars for 100 people to take time off from work, go bowling and drink beer together. That’s not to say there isn’t some benefit to that – but it is not a team building session. And they can “look good” by telling their bosses they care about employees.
But what’s the ROI for bowling together?
The other organization chose my proposal and at the end of the session, they had a drink together and talked about the “game” and other things that connected them. The leader is now working on how to incorporate more collaboration throughout the whole organization. But this guy isn’t a Type T leader because he chose my proposal. He’s also the guy who gave his Royals American League baseball playoff tickets to employees, who wouldn’t normally be able to go, to reward them for their performance. He gets the power of engagement. He gets the power of inclusion and looking out for the good of the whole.
And in return, he has the commitment and loyalty of his team to make the organization even greater.
Two roads diverged in a wood, and I—
I took the one less traveled by,
And that has made all the difference.
Which road will you choose?
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Marty Stanley, CSP, is a Certified Speaking Professional, and is a visionary on organizational change. She speaks and consults on how to be a transformational leader in a bottom line world. Contact Marty today to get a better ROI on your team building and engagement initiatives. martystanley@alteringoutcomes.com 816-695-5453
