Last week was about patching holes vs installing a new HVAC system.  This week is about leadership and the temperature outside vs creating the temperature inside.

The first day that our air conditioning stopped working, the temperature only went up a couple of degrees.  It wasn’t too bad.  Then, as the temperature shot up outside, the temperature inside kept getting hotter and hotter.  Throughout this, we tried to do the same things around the house we would normally do like clean, cook, etc.  However, we struggled as the environment around us became hotter and we became more tired and irritable.  Once the new AC unit was installed it took time, but eventually the inside of the house became cooler even though the outside was hot as ever.  Once things were cooler, it was just a bit easier to do all our normal things around the house.

You might be wondering where this is going.  Air conditioning does not stop heat.  Instead, it creates a space where it’s just a little bit cooler.  That cooler space is more manageable, a little more comfortable.  It makes it a little bit easier to do the things you need to do.  Similarly, good leaders don’t stop the heat.  Good leaders don’t have the ability to wave a magical wand and remove all environmental obstacles, internal hurdles, etc.  Good leaders do create a space that is a little more comfortable.  It’s a space that makes it a little bit easier to do the things you need to do.  Maybe they do this by bringing clarity to the situation.  Maybe they do this by bringing in compassion.  Maybe they do this by making clear trade-offs.  If you’re lucky your leader does all these and more.  The bottom line is that the best leaders create the spaces where it’s a bit easier to have success.

The challenge: As a leader, how are you creating a “cool” space for people to flourish?

Bonus observation: I see a fair amount of people getting burnt out from always being in the heat.  It’s easy to say it’s their fault, because they didn’t prioritize their work, they didn’t make trade-off decisions, they didn’t handle the stress well, etc.  I understand there is some accountability on the individual.  I would also argue that this is actually more reflective of a leadership failure within the organization/system.  If the leader is clear on the vision and makes clear trade-offs concerning what will and won’t be worked on by their team, then this creates a “cooler” environment where it is easier for employees to stay focused on the right things.  It’s easier for employees to focus on the value add work and not burn out.  If the leader doesn’t make these calls, then they are letting all the heat in from outside, which contributes a lot to stress, burnout, and more.

Positive real world example. I went to my boss a couple of weeks ago and talked about how I was drowning in work, and how I wanted to make sure he and I were aligned on what matters most.  His response was, “What are the 3 most important things you need to execute to provide value to the organization?”  I told him, and we aligned on those 3 things.  Most importantly, he acknowledged the trade-offs.  I’d go all in on those 3 things and we’d be okay if everything else was either slow and/or did not get done.  Included in the “don’t worry about it pile” were the emails and asks he had sent me about things not related to those 3 key focus areas.  When he aligned on the trade-offs, he stuck by that even when some of his requests were now going to be ignored 😉  That’s what prioritization and making trade-offs looks like.  That 5 minute conversation and alignment quickly made the temperature cooler.  It made it easier for me to focus and do the things I needed to do.

Have a jolly good day,

Andrew Embry