Tough Times does NOT mean using Tough Tactics When the economy is in turmoil leaders tend to resort to tough tactics to stay afloat and in business. Budgets are cut, staff are let go, hours are curtailed and perks are reduced. Many sleepless nights are spent mulling over options and strategies only to rise in the morning fatigued and uncertain. If this sounds like you then you need to find another approach. The wiser leader or manager turns to trusted advisers to gain fresh perspectives and alternative viewpoints – asking for help early in the process rather than trying to go it alone. But even this is not enough. All organizations can benefit from the insight of the whole team – your sales force, production crew, maintenance team, shipping department and the accounting department. But we’re not talking about suggestion boxes here – we’re talking about frank, honest, open, face to face dialogue. When leaders connect more with their own staff, they reap enormous benefits from a kaleidoscope of viewpoints – all helping to create a well-rounded picture of the situation. When leaders ask their employees, “Do you think we can we make a go of it?” and “Will you help us get there?” Amazing synergy is created. People want to help out, to have their ideas sought, to feel valued for their knowledge. When leaders take the time to meet their employees, in the parking lot, on the shop floor or in the cafeteria, everyone becomes united behind a common cause. People talk and toss ideas to and fro, others build on simplistic notions to make them realistic and more acceptable, union and management roll up their sleeves and work together to keep the company viable and their membership employed, the ‘buzz’ in the lunchroom is electric. However, this approach takes skill and a good degree of finesse too. The manager who has a reputation for being aloof and out of touch will find it hard to win over others by simply getting out and talking with people. The VP who has been invisible and on-the-road may find it hard to reach people he or she hardly knows. This is when your ‘people’ oriented employees can bring their style into full play. Following on the important question posed by the CEO or President at an ‘all hands’ or ‘town hall’ meeting, these people keep the dialogue alive; they feed it and nurture it; bringing key ideas and proposals forward for consideration, then employees see action is truly resulting from those initial questions from the top. Small changes lead to bigger ones, and the momentum begins to gather speed like a huge snowball gathering mass as it moves. A handful of engaged employees soon becomes a larger group, a department gets on board and then another and finally a disgruntled employee is heard making positive and helpful suggestions and others decide they don’t want to miss out on the ‘energy train’. In the meantime the leader may be feeling disempowered by this mass of energetic employees seemingly out of control. Yet that’s exactly where the leadership is needed. The wise leaders stays engaged, they listen, encourage, endorse, support and provide information or resources so results can take hold. They don’t try to take control, to push in a specific direction; instead they pay attention to the ideas surfacing from their employees, they look for ways to say “Yes”, to find the silver lining in obscure ideas so that the momentum is maintained. The wise leader is leading from behind! This leader knows their role is to remove obstacles or provide resources. Basically to clear the path so the employees can forge ahead to create the results that will build engagement, loyalty and boost the bottom line. So the next time you lie awake at night mulling over a problem, consider sharing the problem with your staff and asking them for help. The leader who does this, shows a great deal of respect for the employees, this leader shows by this simple act that great ideas can come from many areas, from the new recruit or the board of directors, or from listening to loyal clients. Isn’t it time for you to lead from behind?