Imagine People Got to Choose Their Manager: How Important Would Your Leadership Philosophy Be Then?
May 16, 2022
A little thought exercise…
Recall every manager you've ever had. Now, which of those would you have actively chosen to work with and which ones, given the choice, would you not have chosen? And if you could have switched to a different manager of your choosing, who would that have been and why? Finally, of those colleagues you currently manage, which would choose you?
I found myself pondering these questions one morning last week. The book I was reading referenced one of Google's unique HR practices - that employees get to choose who they want as their manager. Now, I don't know if this practice still exists or not, but I've read about it a number of times over the years. Basically, after a certain period of time (e.g. 12-18 months) if an employee does not feel they are being supported in their work by their manager, they can approach other managers about joining their teams. If the new manager agrees, the move is made. Apparently, it is simple as that.
And Google isn't the only one. WL Gore (makers of Goretex) is of the same mind and takes a similar approach. They believe team members should be able to choose the person to support their long-term development and have held this belief for the better part of their sixty-year existence.
The same can be said for a lesser-known company by the name of Happy Ltd. According to Henry Stewart, CEO, at Happy they believe every employee should be able to choose their manager. They prefer this option to losing talented people who love their jobs and the company, but don't have a good relationship with their manager. It's a critical relationship and one they don't leave to chance.
So, how's that thought experiment going? :)
I'm sure there are some reading this whose initial thought is…."No way, that would result in absolute chaos!"
That said, I’m sure there are just as many (and possibly a few more) who are thinking…."Hmmm, what an interesting concept." And maybe even quietly asking themselves: "Would my team choose me if given the choice?" To those brave and honest enough to ask this question, I say “bravo”! It takes courage, honesty and humility to ask such a question - a question we should all consider on a regular basis as part of intentionally evolving our leadership craft.
Let's take this thought experiment one step further. Imagine this: A new employee is hired and on their first day they are provided with a short video presentation from three managers, from which they will choose one. If you were one of these managers, what would you include in such a video? What would you say?
This brings to mind a tool I like to use when coaching leaders of all kinds, from the most seasoned and experienced executive to the newest, greenest member of the leadership team - that of writing out one's personal leadership philosophy.
What's Your Leadership Philosophy?
"I don't know what I think until I write it down." - Joan Didion
Each of us comes to the world of leadership with an image in our mind’s eye of what leaders ‘look’ like. How they act, how they respond, and what is expected of them. But where do these images come from? When and where did we first experience them? How old were we? Where did we see them modeled for us? What parts have we adopted? Discarded? And have we done any of this intentionally or has it just happened? What, if any, elements of this image have we ever actively questioned? And how has our image changed or evolved over time?
There are so many questions we can ask and explore when it comes to our own individual understanding of leadership, and it is critically important for us to do so. After all, without knowing and understanding this, how will we know when we are straying from the path that is right for us? How will we know when we are leading in a manner that is either aligned with or contrary to our values and beliefs? An obvious answer to this may be that “I will know because I will feel it. I’ll just know it.” Having coached dozens of leaders in the past decade, my experience tells me otherwise. I have met many a leader who has suddenly woken up to find themselves leading in a way that no longer felt right – no longer felt congruent with how they saw (or wanted to see) themselves.
This is the purpose of a personal leadership philosophy. The very nature of trying to convey such a thing forces us to contemplate and articulate what we believe and what those beliefs look like in action on a day-by-basis. In other words, it serves as a guide to assist us with achieving alignment and congruence.
Some Prompts to Get You Started
Take a few minutes and consider the questions below. You can write out the answers or just give them some thought. What comes to mind for you when you ask yourself the following?
- What is your story of leadership? When did you first know of it? When did you first develop a story around the word and concept of leadership?
- What people from your past come to mind when you think of the word ‘leadership’? People you actually met or know; television, book or movie characters; colleagues or family members?
- What is your first memory of yourself leading? What age were you? What was happening? What did you do….and how did you feel?
- When have you felt at your best leading? When have you felt at your worst leading? What conditions (both internal and external) existed to create these?
- How has your leadership style/approach changed and evolved over time?
- What do you know about your critical principles and beliefs that guide or impact your ability as a leader?
- What do you stand for that becomes important as a leader? What values do you refuse to compromise?
- If you were to create an image that represents or reflects your leadership philosophy, what would it be?
- Do you have a leadership-related quote that carries special meaning for you, and if so, what is it and in what ways is it meaningful for you?
Here's where the writing begins. Consider the following as a starting place for articulating your own personal leadership philosophy. You can keep it simple at first and expand over time.
- Here's what I believe…
- Here's what I care about and value…
- Here's what I expect…
- Here's what you can expect…
Imagine if people got to choose their manager….