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Model the Way

SOCIAL LEARNING THEORISTS who study how we learn found that when children watched violent TV shows and saw people rewarded for this violence, they were more likely to demonstrate violent behavior. In a similar vein, if you are unethical, it is to be expected that those around you will see this behavior and, in some unfortunate cases, model it, as well. A great barometer for this is how you spend the organization’s money when traveling. Another is what you say about others in your organization. Do you put other departments and individuals down? If so, it’s likely others on your team will, too. Emotions and behaviors are contagious.

As a leader, people will use you as a model of how to function in the organization. Think about the departments with which you have the most difficulty. Is it a reflection of the leader? Does the environment they foster affect your feelings toward those departments? Are they living up to their potential? Are they modeling what your organization values? Turn your attention to departments that you respect. What are the differences among the leaders and departments?

Now, critically examine your own department. What are people’s perceptions of your team? Is your department one that people rely upon? Is it respected? The environment and culture you create will often determine success or failure. Frequently, we subconsciously recruit (and retain) people who are similar to ourselves. Take a close look at yourself. Are the behaviors, policies, and cultural norms modeled by you developing others? Are they behaviors that will allow others to succeed and progress within the organization?

An excellent test of this process is to really observe how people react to you. Consider team meetings, one-on-one sessions with your team members, and even large social events. If you can’t get a “pulse” on this, we suggest you ask others for their feedback. Of course, it certainly depends upon whom you ask. So, ask others who are not likely to give you what you want to hear, but will give you honest and meaningful feedback. Then, change those areas of your style that you would not want modeled by others. You don’t have to do this subtly. It’s perfectly okay (and we suggest this) to tell others what you are doing and why. Honesty is something you want modeled, as well.