How's Your Driving?

I like to drive. I like to get where I am going. Quickly. If you surveyed the amount of time I spend in the slow lane and the amount of time I spend in the fast line...well…you get the picture. I would rather drive a longer route of open road than a shorter route with lots of stops. I like to keep moving. I never leave my place of origin blindly. I factor in time of day, timing of lights, and the WTOP traffic reports every hour on the eights.

Given these facts, imagine my reaction when someone asks to follow me to a destination. Follow me? Do you know what your “following” means for me? I have to spend half of my time checking my rear view mirror to make sure you are still behind me. If I make any changes to my route, I cannot just devise my own detour. I have to let you know what I am doing – waving to you outside of my window, blinking my lights, and calling you on your cell phone hoping not to get your voice mail.

Your “following” means I have to think more, especially when I approach a light. When that happens, please anticipate what I will do and do the same. If I go through, you go through. If I do not, please do not run into me. There is one more important thing to remember. Please do not require me to slow my natural pace. I do not want to come to a complete stop just to wait for you. I like to keep moving. I like to get where I am going.

These thoughts may sound extreme, but think about it. Can you relate to my experience when considering your employees? Do you feel like getting from point A to point B is easier alone? Are you frustrated when you have to take time to explain your decisions? Do you wish your team would just anticipate what you want them to do? Do certain staff members follow too close? Do you spend time waiting around for others to catch up?

Driving and managing may not appear to be synonymous, however, they both at times require leadership. Leading often interrupts your natural pace. It is time consuming. It requires communication. It requires patience. It requires you to understand your employees as much you want them to understand you. In short, your leadership directly impacts your teams’ ability to follow.

This week’s thought: If you led your team to a distant destination by car, everyone driving solo, would you arrive together? Do not just drive when managing your employees; provide the leadership that best positions your team to follow.

Tonya