One way that I engage in professional development is to listen to podcasts. Typically, this comes when I walk in the evening and is a way to simultaneously stimulate my brain as I exercise.
Recently I listened to a podcast segment by Adam Grant, the well-known organizational psychologist and Wharton School professor. I have listened to Adam previously and often find the information he provides compelling for us as individuals and leaders.
Today I would like to share with you three bits of wisdom which Adam discusses. The topics don’t necessarily relate to each other but are powerful as standalone concepts that leaders should know and practice.
First up is to be aware of the “babble effect,” which interestingly is a thing. Research shows (unsurprisingly) that “people who do more talking in groups, no matter what they are saying, are more likely to be considered leaders by group members.” The problem is that these individuals often are not the most knowledgeable, but rather are insecure.
So, the lesson learned? We need be sure (as do our teams) to not “mistake confidence for competence.” Rather, we need to be careful to include everyone in discussions as we will end up with a better outcome. Although leaders understand this concept, how often do they put it into practice when leading discussions?
Next is the process of overcoming perfection to pursue progress. Again, a concept that we understand, but often don’t effectively put into practice. Here, Adam had a great idea. As a competitive diver, when trying out a new dive, he would discuss with his coach an acceptable level of performance prior to competition. How often when we attempt a new task, or ask a team member to do so, do we approach the issue in this manner? My guess is not often, if ever at all.
If Adam was attempting a complicated dive for the first time, he and his coach might set the bar at scoring a 1.5 out of 10. If it were a familiar dive maybe the bar would be set at an 8. The idea here being that rather than expecting an excellent outcome when pursuing something new, we need to discuss, up front, an acceptable outcome. Doing so reduces pressure and unleashes a greater level of creativity and performance.
The final concept Adam shared in the podcast was providing feedback to others, in this case our employees. He discussed the fact that he uses 19 or so words that increase acceptance of feedback and signals to an employee that you believe in the individual’s potential and that you are invested in their success.
The words Adam uses? “I am giving you these comments because I have very high expectations and I believe you can meet them.” Encapsulated in this message is the establishment of high expectation, while signaling your belief in the employee’s abilities.
Often, we get high expectations right when providing feedback, but less often do we convey value for the individual. Other approaches to this issue often sound manipulative, but Adam’s approach is encouraging.
The idea behind this blog is to accelerate our wisdom and to make us better leaders faster than would be possible otherwise. We benefit greatly when we share and learn from each other. If you have heard wise concepts, which might be beneficial to others, please place the idea in the comments section below. It would be appreciated!