Credibility

 Credibility Is Not Worth Wasting

I have had wonderful and inspiring managers. They left an indelible mark on how to act as a professional, how to support others, how to be part of a team. They taught without being heavy-handed or preachy. I also had some managers and leaders who were, shall we say, less supportive. Some might not have even been aware of the true impact of their actions. I suppose we can all accept a well-intentioned leader that lacks skills or understanding. It is more difficult to accept a smart, accomplished, and knowledgeable leader who is unconcerned with the impact of their actions or decisions.

I worked for a gas utility and was hired to implement a new strategy around managing resources more effectively and efficiently. This put me in direct contact and conflict with unions and the labor leaders. Honestly, there were times it felt like being in the eye of the storm. Chaos everywhere, competing interests, unwillingness to compromise, and still deliver on resource management. Despite all that, it was a great learning experience with some amazing professionals.

The most significant challenge was a leader who would regularly negotiate away management rights without fully understanding (maybe caring about) the consequences. For any of you who deal with trade unions, there is some certainty that comes with that relationship. You know your labor rates, work hours, benefits, etc. It is a contractual relationship with all the buy-ins and agreements. What is the impact when a leader decides to negotiate outside of that structure? For us, his level of credibility eroded tremendously.

Trust Your Team and the Process

That environment becomes challenging and demoralizing. You are often not working from a common or consistent set of rules. We would find out that side agreements were struck after we had done the hard work of developing a rational, workable plan. How can you feel engaged and energized if you are told you are doing a great job and the same leader cuts your legs out from under you? As a manager or leader, trust your teams and bring them into the decision-making process. This will lead to heightened engagement, productivity and loyalty.

Good To Your Word

I believe in the adage “say what you mean and mean what you say.” I try to model that philosophy. As a result, I have found team members will respond to requests, demonstrate loyalty, and extend beyond their roles. My leader did not recognize the impact of his actions and could not really understand when staff sought transfers or left the organization entirely. For his teams, the pervasive attitude was of questioning his motivations. That questioning was a direct reflection of his diminished credibility.

As leaders, trust, credibility, and respect are foundational elements to developing and fostering deep professional relationships. If any are lacking, then the likelihood of successful collaborations and partnerships begins to shrink. How do you demonstrate credibility with teams, colleagues, or clients?

Michael Riegel

MRiegel@AECBusinessStrategies.com https://michaelriegel.substack.com/

516-238-0859