Who is the best judge of quality when it comes to a service or product provider, the company selling or the customer? When you look for a product do you just look at the marketing information or do you look at consumer reviews? Do you look at 3rd party expert data? Smart consumers always look at all of it. But when it comes to evaluating talent (especially leadership ability), the typical approach is from the top down, which ignores all the consumer data.
I’ve facilitated a countless number of what most people would call “soft-skills” classes; you know, the people stuff (those soft, squishy, emotional people.) From topics like listening, communicating expectations, providing feedback, coaching, mentoring, conflict resolution, supervisory skills, etc. And more than once, I have had someone say in class that they are “a great [insert skill I am teaching here].” This especially bristles me when it comes to these interpersonal skills because ultimately, it’s not in your authority to judge how good you are – it is up to the other person. The only person who gets to evaluate me as a good listener is the person I am listening to. So why then is “leadership ability” evaluated by the people above them? Shouldn’t the people being led be the authorities on that? After all, if no one is willing to follow you, how can you (or your boss) call you a good leader. You may be a good employee, sure, but being a good leader is only substantiated by those who choose to follow.
Now, I am not advocating for a complete 180 and have your employees dow you performance reviews entirely and if you want to get a more complete view of someone’s leadership, doesn’t it make sense to get data that speaks to that? This is the whole purpose behind a 360-style review process. If you want know how you are doing influencing and interacting with you senior leaders in the company, ask them. If you want to know how you are as a teammate and collaborative colleague, ask your peers. If you want to know how you are doing as a leader, ask the people you are charged to lead. In fact, when trying to determine your location on a map, the process of using three reference points is called triangulation.
And what if (here is something to think about) what if, your team got to choose their leader? Sure, the execs and bosses get a say in the final candidates but how powerful of a shift would it be to know that you are not only accountable to your boss in your effectiveness as a leader, but also the people you would be leading. How powerful would it be to know that your team voted you as their leader? We do it for public representation, why not for corporate representation as well? If you are constantly seeking feedback from your team then you probably know whether they would pick you or not…and if you are not getting feedback from your team, well, you probably know too.
It may not be perfect, but as Winston Churchill pointed out, “democracy is the worst form of government, except all the others that have been tried.” Help me understand how the modern corporate structure is unlike a political system? The purposes may seem different but in the end are we not servants to our customers? If you are a trying to be a leader, just who do you think your customers are? Doesn’t their voice matter?
Dave Needham is a leadership coach, speaker, and President of PeakAlignment, Inc. He thrives on building awesome workplace cultures and leaders. Contact Dave Needham if you think your workplace could use more “awesome”.
- Inviting feedback to your leadership growth (leadershipcafe.org)
- 4 Ways to Measure Your Leadership Skills (inc.com)