Editorial
Welcome to Courage Coach, where expert columnist Karin Hurt answers readers' tough leadership challenges with practical tools and techniques you can use right away. Have a question for her? Drop her a line!
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Dear Courage Coach,
I’ll admit it. My team’s results are not where they need to be. It’s been a rocky couple of months. Our performance is struggling. But here’s why I’m writing to you. My manager wants to bring in all kinds of helpers: people from HR, training and even my peers.
I’m worried because when we turn this situation around (which I’m confident we will), I think everybody’s going to say, “Well, of course, the results got better, but they couldn’t have done it without help.” And then all the well-meaning helpers will take credit for what I was planning to do anyway, just faster.
I care about our results. I want to be a team player. But, quite frankly, I also care about my career. What should I do?
Signed,
Weary and Worried.
Dear Weary and Worried,
The scene you find yourself in is a common predicament for leaders at all levels. I’ve been on both sides of this scene at various points in my career. I’ve been the one needing a little help from my friends, and the one being sent in to be a helper when the designated help-ee was not digging it for all the reasons you describe here.
The hard truth is that you’re in a position where your team's performance isn’t meeting expectations, and this has persisted long enough to draw broader organizational attention. The decision to bring in external help — HR experts, training professionals and even your peers — signals a significant intervention which you should take seriously.
Your concern about receiving due credit in the event of a turnaround is understandable. Let's explore how you can navigate this situation with strategic grace and emerge not just unscathed but stronger in your leadership role.
1. Be the Welcome Wagon
Accepting help doesn't mean relinquishing control; it means you're smart enough to recognize when your team needs a boost.
Approach this with confidence, showing that you’re secure in your leadership and view these new additions as valuable allies, not threats. This sets the tone for your team, demonstrating that seeking and accepting help is a strength, not a weakness.
It's your job to integrate these new resources seamlessly into your team's culture and workflow, turning potential disruption into a strategic advantage.
2. Define Success
A clear, compelling vision is the glue that binds your team's efforts together. When help arrives, take the lead in articulating the team's goals and how each new input contributes to achieving them.
This doesn't just keep everyone aligned; it reinforces your role as the visionary, the one who sees the bigger picture and can marshal resources effectively towards that end. It's crucial that this vision is not just communicated, but also shared — invite input and collaboration to ensure it resonates with everyone involved.
Related Article: How to Reset Performance Expectations for Your Team
3. Strategize Wisely
Involvement in strategy development and implementation is where your leadership shines.
Collaborate closely with the incoming helpers, blending their expertise with your deep understanding of your team's dynamics and challenges. This collaborative approach not only ensures the strategies are tailored and effective but also positions you as an engaged, proactive leader who is integral to the solution. Your role is to bridge gaps, ensuring that the help is not just applied, but integrated thoughtfully into your team's existing efforts.
4. Delegate, Don’t Disappear
The influx of help might tempt you to take a step back, but this is your moment to step up as a delegator. Use your intimate knowledge of your team's strengths and the newcomers' expertise to assign responsibilities that play to each person's strengths. Effective delegation isn't about offloading work; it's about orchestrating a symphony of skills where you are the conductor. This approach not only maximizes impact but also keeps you at the center of the action, as the one who's directing the ensemble to victory.
5. Keep an Eye on the Future
As projects progress and strategies are implemented, maintain a keen oversight on the outcomes. By monitoring results, you're able to identify what's working and why, making adjustments as needed. This role as the guardian of performance not only ensures that your team stays on track but also cements your status as a leader who is deeply invested in the journey and capable of steering the ship through changing tides.
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6. Share the Spotlight
Finally, recognizing and celebrating the contributions of each individual and the collective effort is crucial. Publicly acknowledging the roles played by the helpers, your team members and your own part in orchestrating the turnaround does more than just boost morale; it reinforces a culture of appreciation and teamwork. By shining a light on the contributions of others, you underscore the idea that success is a team sport, and as the leader, you are as gracious in sharing credit as you are strategic in leading the charge.
This approach to accepting help not only ensures your team navigates its current challenges but also positions you as an exceptional leader who leads with confidence, humility and strategic acumen.
Remember, the goal isn't just to solve the immediate problem but to foster an environment where challenges are met with collective resilience and innovation, with you at the helm guiding the way.
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