It is great to have tried-and-true leadership techniques and concepts, but at what point do we have to trust in new ideas?
I learned to drive a long time before backup cameras were installed in cars. My father taught me to use my mirrors and look straight out the back window when backing up the car. This technique, while still valid, can be overlooked if we trust the backup cameras are accurately portraying the data we need. In the case of technology, sometimes you literally have to try something out before you can trust it. Just FYI, I now use my backup camera exclusively.
In regards to leadership, trusting a new approach does not have to invalidate our old techniques. It may be difficult to abandon our old ways, but in many cases, some techniques need a fresh approach. Cultural (millennials versus GEN X) and circumstantial (work from home) issues in our world today need unique leadership. Since we can’t always have first-hand experience, leaders need to trust their people to give them good advice and guidance.
Trust definitely needs to be earned, but leaders need to be open to trusting their people and others first. Leaders who can “trust but validate” may have some disappointments, but I believe this technique has long-term and lasting benefit.
So, how can leaders learn to trust?
– Ask our people their opinion on a topic and act on it (even small gestures of trust will help to show our people their worth)
– Give someone full ability to implement a change regarding a relevant work topic (if we truly embrace the “leaders at all levels” concept, we can trust someone on a single issue)
– Let our people fail (even if we can avoid failure, trust them to fail with grace and to correct their error)
The bottom line; leaders that cannot trust and embrace solid and meaningful change are bound to fail their people!