Only naive leaders think and expect everyone to agree with. When your team or other leaders disagree with you it doesn’t mean there’s no unity. Unity is about believing in the same cause. On careful examination you will see that your disagreements are often centred on execution issues. Herewith are a few benefits of not being agreed with.
When life doesn’t turn out the way you thought it was going to turn out, you may think you’re losing control. But the truth is, you never had control in the first place. The only thing you do control is how you respond to your disappointments and your unexpected obstacles ~ Pete Wilson
Being wrong is a part of life. Fear also affects all of us. This is true for both life and leadership. Sometimes leaders know exactly what to do. I know you know the other side of the coin, so I don’t need to say it. Leading innovation will reveal insecurities.
This post is part of the “Leading A Frustrated Team” series.
Frustration is on of those things that can never be separated from leadership. It is inevitable. Frustration can be the result of being overwhelmed. At other times not having enough support or clarity… Whatever the case, it can be detrimental if it is not addressed and festers.
When leaders don’t pay attention to their team’s frustration, they nurture it. Frustrated teams are unhealthy and unproductive teams. Unhealthy and unproductive teams fail to meet the needs of those they serve in a satisfactory manner.
Leading a frustrated team is something every leader has to embrace as part of the job. However, it doesn’t have to be exclusively the leaders’ responsibility. When teams and their leaders work together to address frustration and its causes, resolution is not far.
Map | How
In the midst of frustration leaders, and teams, tend to focus on dealing with the frustration. Both the team and leader need to engage and determine what caused the frustration. Leaders must be careful not to get so caught up in getting rid of the frustration that they overlook dealing with its cause.
If you don’t identify the reasons for your teams’ frustration you are bound to repeat them. This means wasting valuable resources by diverting your attention to the problems instead of serving your beneficiaries. Both leaders and teams must be able to come to the table to determine how they arrived there. But that is only the first step.
Ground Rules and Fences
Both parties need to set ground rules. There must be agreement on how future resulting frustration from similar issues will be handled. Fences must be put in place. Placing self-sustaining systems solves some problems. New procedures may need to be put in place. Perhaps a clarification of roles is needed.
Agree what steps you will take in the event conflict happens because of frustration. Conflict resolution will never be effective if it isn’t based on agreed terms. There are rules in boxing ;-)
Leading frustrated teams requires open and honest appraisal. Leaders must create a platform where they can engage their teams in determining the cause of their frustration. The next step is to place boundaries and agreed steps to preventing the same being repeated. There must also be agreement on how repeated occurrences will be handled.
No one is guilty until proven guilty right? The law generally has this approach, even though you know that someone is guilty.
Leader you have to be proven. Your commitment has to be proven. Nothing is said to be what it claims to be until it is proven.
Commitment is only stamped or labeled, “commitment” when it is proven in the furnace of the chance to quit. Your commitment must be tested in the days of obscurity so that you can be entrusted with leading projects that need great leadership stamina over time.
Leaders are proven as leaders beyond the label when they really have to show it through action. They are proved by casting vision. Managing frustration of their teams. Leading change. Training other leaders to lead proves them.
They are proven as leaders by constantly moving the organization forward through strategy and developing other leaders. You have to pay your dues. You have to be proven. Leaders have to prove themselves by building character that earns them the right to summon people’s allegiance to their leadership.
You want to be respected? Want to make a great impact on the world? You have to be proven.
Creatives often make the mistake of thinking they deserve free stuff because they’re creatives. No one care about what you’re going to do. We’re all proved by what we’ve done.
The world can never and will never be made a greater place by intentions. Everything that has changed the world or caused innovation is something that has been released to do so. It is ideas that were communicated in a book, a movie, a speech, a song, a device, an app…
If you want the world to notice you and the solution you have to offer. Pay your dues. Prove yourself. Until then you don’t deserve anyone’s attention. It is not owed to you. Earn it by proving yourself.
You’d never trust a banker who had never proven himself. Who would want someone who hasn’t been proven as a surgeon in the arena surgeons must be proved in?
If you have high demands for those who serve you, so must the world have high expectations for you? Prove yourself. Earn your right to be heard. Your right to change the world for the greater. Be bold. Be /ˈherətik/.