An Elite Team Is Formed
In 1994, a public utility went through deregulation. As part of this process, 13 local offices were consolidated into a single call center. As with any downsizing initiative, many employees took early retirement. Sadly, many more were forced to take a severance package.
However, approximately one hundred employees were retained.
One of the teams formed in this call center was an elite group of individuals hand-picked from each of the local offices. These were the best of the best. They would be in charge of multiple special projects.
Training Was Scheduled
Recovering lost revenue due to meter failure was one of the most high-profile. The leader of the group setup a special training session within the first few weeks and selected two people she felt comfortable with to equip the others.
However, a friend of mine felt he was as equally skilled as the two who were selected. He was, after all, part of the elite group and did not lack for confidence. During the training, he acted disinterested and many times attempted to take over the meeting. At the end of the meeting, he announced his own training session later in the day and invited anyone who wished to attend.
When the time for his unplanned, impromptu training session was to take place, absolutely no one showed up. No one.
He was not in charge. The leader of the department was.
He was not in charge of training for this initiative. Two others were.
But when he raised his hand, proactively took the mantle of leadership and said “Follow me”, no one did. Why? After being embarrassed and humbled, he learned some important lessons.
Leadership Lessons Learned
First, the team had only been together a few weeks. Relationships and trust had not had time to form. If you are going to lead when you’re not in charge, there must be some relational equity. Trust needs to be built through a track record of success. People must have confidence you can deliver.
Second, hubris. My friend was extremely arrogant. He thought he was better than anyone on that elite team. Interestingly, he may have been right. But because trust had not been built amongst his peers, he was not going to be given the opportunity to demonstrate his skills and capabilities. Rather than hubris, he needed humility.
Leaders, if you are new to an organization and want to make a leadership impact, start by building relationships. Develop trust and build chemistry with your new teammates. Second, be humble. Have the posture of a learner. There are many talented people around you to learn from. Have the humility to do so.
These are two lessons about leading when you’re not in charge my friend learned the hard way. Maybe now you don’t have to.
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