Leadership vs. Parenting
Would we send our kids to the doctor to get a note to prove they were sick?
No. We use our subjective evaluation based on our personal knowledge about our kids to determine if we think they are really sick and we go from there.
Would we rate our kids against each other twice a year in all areas of their performance: school, sports, co-operation with siblings, quality of grass cutting, manners with Grandma, and adjust their allowance based on the ranking?
No. We treat each child as an individual and do what we think is right to help them mature, show them they are loved, help them discover their strengths, and teach them life lessons.
Why then do we subject the people that work for us to things that we would find crazy with our kids? A wise person once said to me, “the only difference between parenting and leadership is that you can’t hire and fire your kids.” To me this means I need to treat people who work for me with the same principles of fairness and caring that I treat my children with, I don’t switch over to a different set of principles and treat people according to what “best practices” are from some management school. For me there is no difference. The more I have adopted this approach, the more rewarding my life as a leader has become.
For those of you from the Winnipeg area I wanted to let you know that IBEX is a sponsor of the Winnipeg International Jazz Festival and as such we are running a contest to give away free Jazz Festival Tickets to agencies in town. To enter all you have to do is post a Jazzy picture to our Facebook wall or email it to the includables@ibexherd.com.
You can learn more by watching this video. Good luck getting jazzy!
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Inclusion System extends our profound respect and immeasurable gratitude to all the ancestors and keepers of the land on whose traditional territories our work takes place. We acknowledge that we are on Treaty 1 territory, the traditional gathering place of the Anishinaabe, Cree, Oji-Cree, Dakota and Dene people and the traditional homeland of the Métis people. This land is sacred, historical, and significant.
Every time we acknowledge this truth, we have an invitation and an opportunity to reflect on the wrongs of the past, what we do in the present, and what we can do to continually honour the people whose lands and water we benefit from today.
This statement only acts as a first step in honouring the land we reside on and its peoples, and must be paired with education, understanding and informed action.
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Should we compare the employees we work with to our children/ kids? NO.
Should we call the employees we work with “our” staff? NO. “Co-workers” is an amazing term to consider and use. We’re not slave owners.
Shift the ownership and patriarchal approach, and it will help you to earn the respect of a committed team.
Hi Shirley,
Thanks for weighing in. The kid analogy is to keep us from doing stupid demotivating things to our staff – if I wouldn’t do it with my kid, I don’t do it to my staff. This thinking has helped me move far away from performance review systems, that rank staff against each other. It has helped me understand the importance of moving all my feedback behind closed doors (good or bad) and it has allowed me to draw the proper line between what I will and won’t do with my staff on a personal level.
It may seem a bit patriarchal to think this way, I agree. But I believe this is the correct way to think. This also precludes me from calling my staff co-workers. As the leader of a team I have to acknowledge and handle carefully the authority that comes with the job. People don’t treat what we do and say the same as other “co-workers” once we become their leader.