Allies or Enemies — Which Side Has Your Team Picked?

A Six-Step Guide To Transform Your Enemies to Allies

There are few things in the world of business I totally and remotely cannot begin to comprehend. For example, why is it so darn difficult to understand how beautifully simplistic the art of leadership truly is?

Think back to your first week on your first job. Did you think to yourself  “If I ran this place, things would be so much different and better?” I mean, I could have easily shared what I thought needed to be changed, why it needed to be changed, and the benefits we would receive if we changed. Of course, we were never asked those types of questions as no one was really interested in hearing what the newest, young, and inexperienced employees had to say.  

The first week may have also taught us our first lessons in “leadership” as we intuitively knew if our boss was a good example or a tremendously bad example of what leadership looked and acted like. 

My approach to leadership is shaped by one fundamental principle. I never forgot what it was like to be at the bottom of the totem pole, make endless cold calls, and achieve unrealistic quotas while working for many poor managers who thought of themselves as "great leaders." I am grateful for the lessons they taught me and the success they have brought me.

The data is clear. Far too many managers have more enemies than allies on their teams. Your behaviors as the team leader drives which side, ally or enemy, they will take. The good news?  You have the power to change your behaviors and move them to the “ally” side.  The simple reality is, you earn the title leader when your behaviors make your team want to engage and become followers. 

Here are some tips and tactics that can quickly help you gain allies and followers:

Step One: Verify Your Behaviors Align With Your Intentions 

Yes. It means you need to ask each team member for direct, objective, and actionable feedback to become a better leader. Yes, it could absolutely be painful and uncomfortable to hear their truth. Although, the fact is you will earn respect by taking the time and making an effort to ask. It's called progress. Progress is good. 

Step Two: Change Your Perspective

Many managers don't understand why they aren't trusted, respected, or why there is zero engagement on their teams. Have you ever asked yourself the question “What is it like to be led by me?” If you do that honestly and objectively, you gain perspective of what each team member is thinking about your leadership performance. Think like the person wearing the headset taking the calls from angry customers, or the kid banging the phones cold calling all day, everyday. What was your life like when you were entry level and just starting out?

If you want to be trusted, be trustworthy. If you wish to be respected, show your respect for others. If you desire team engagement, engage with your team. Yes, it is that simple and why tip one is so critical. Connection builds relationships that can make your enemies allies.

Step Three: There Is No Right Way to Do The Wrong Thing 

Stop making excuses and exposing your deficiencies to your peers with statements like "I don't have time to talk or coach them" or "We wouldn't have these problems if we hired better people." I recall a saying that made a profound point. It went something along the lines of; it is better to remain quiet and be thought a fool than open your mouth and remove any doubt. 

Step Four: Protect Your "Cred" — It's Your Most Valuable Asset

Credibility is your greatest capital. When words don't align with your actions and you don't explain why the deviation occurred, your cred takes a hit. When you make an effort to explain, you gain trust, respect, and credibility. How simple is that?

Step Five: "MBWA"— All Day, Every Day

Management By Wandering Around. The Hewlett Packard Company is credited with popularizing the concept in the 1970s. It is simply the easiest and most effective way to drive employee engagement. You "walk" around and connect with your team, people in other departments, your customers, whomever you choose. 

MBWA can be done face-to-face or virtually. Effective MBWA is all about authenticity, inclusiveness, and engagement. It takes just a few seconds of your time and a few words to make people feel good about themselves. It should be practiced at every management level, from the C-suite to the first and most critical level, the frontline manager. "What do you think?" "What needs to be changed", "How is the family" "What are your goals?" are all great questions to start with.

Step  Six: Leadership is Influence, Not Authority 

Leadership is influencing the behaviors of others. The authority that comes from your job title or position is "faux influence." By definition faux means something that isn’t real or genuine. Cubic zirconias are not real diamonds and artificial or synthetic leather is marketed as “faux leather”. Authority isn’t real influence and it doesn’t create real followers. Faux followers are simply disengaged employees doing just enough to stay employed. Be a real and influential leader and you will surely always have more allies than enemies.

Having allies who are engaged and committed to elevating their personal and team performance is a simple and beautiful thing. Do you have any tips to share on this topic? I'd love to hear them.