At our resort’s speakeasy club, we noticed no one was dancing despite all the ingredients for a good time – an amazing singer, her energetic band and bountiful libations. Then everything changed. What happened next is a simple lesson in creating team engagement. 

This Week’s Edition

Lack of employee engagement is at an all-time high. 70% of employees in the United States are not engaged, and it’s costing $500 billion a year. How can leaders increase their team’s engagement in their work? 

Clarify Your Thinking

Looking at the empty dance floor, my wife said, “Robin, let’s show ‘em how it’s done. Let’s go!” Within a few songs, tens of couples who had just been sitting were suddenly on their feet fully engaged. 

Why had no one been dancing before? Lack of skill? Concern with looking foolish? Fear of what others may think? Whatever the source of their hesitation, each couple overcame their initial reluctance. How did that happen?

The simple act of someone going first had a significant impact on everyone in the room. First, our friends joined us, then another couple. Each additional set of dancers influenced the next until finally everyone was dancing. 

There is surprising power in going first. The first person to voice an opinion or take action becomes the point of reference for everyone else who comes after. Those who take a risk and go first inspire others. Inspiration creates influence which generates followership and ultimately engagement.

The problem is that oftentimes leaders aren’t going first. It’s too risky. It’s no wonder given today’s conflicting “expert advice”:

• Communicate transparently, but don’t say the wrong thing

• Be error free, but don’t micromanage the team

• Take a stand on highly divisive issues, but don’t exclude anyone

• Make a decision, but don’t fail to give everyone a voice on the matter

The unforgiving leadership environment is causing leaders to hang back and wait for something to break the tie, perhaps more information, a miraculous consensus or a better idea.  

Typically, decisive leaders will rationalize their hang-back approach hoping for engagement:

• I’m making space for my team

• I am empowering them to take ownership

• I’m being a servant leader by letting them go first

While these are noble leadership endeavors, many leaders still complain of lack of team engagement. It appears as if the hang-back approach isn’t working. Their dance floor is empty.

Old Thinking: To be a good leader in today’s world, I’m supposed to hang-back and hope it changes. 

New Thinking: Instead of hanging back, maybe I should take a risk. Be bold. Go first. Show them the way.

Thoughts Lead to Actions

When teams see their leader go first (take risks, model the right behaviors, and showcase vulnerability) they are inspired.  

• Inspired employees are 2.25x more productive than merely satisfied employees.

• Engaged employees are only 1.5x more productive than satisfied employees.

• Shoot for inspired employees not just engaged or satisfied employees!

The bar for inspiring your employees is not as high as it might seem. Consider these options when contemplating how you might be a go-first leader.

1. Share the company’s purpose statement and ask if others are aligned.

2. Declare the company’s future vision and invite feedback.

3. Handle that difficult employee issue once and for all.

4. Make the decision for that gnarly issue you’ve been wrestling with.

5. Tell a personal story of a past failure and how you handled it.

6. Share your leadership doubt and ask the team to coach you through it.

Take a risk. Be bold. Invite the team to join you. Go first. Grow your influence and team engagement.

Boost Your Performance

Teddy Roosevelt chose to go first. His go-first leadership in one challenging situation eventually led him straight to the White House. This week’s video tells his story and how you can think about going first, inspiring your team and increasing engagement and productivity.

What’s Your Opinion?

Share your go-first approach with me at: robin.pou@robinpou.com.

Don’t let doubt count you out. Have a confident week!

Robin Pou, Chief Advisor and Strategist

If this was helpful, feel free to share it with another leader who needs to defeat doubt and complete their confidence.

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What is “The Confident Leader”?

During the Covid-19 Pandemic, I began a video series called “Panic or Plan?” It was designed to equip leaders to navigate the doubt they experienced and to rise in the confidence they needed to lead during turbulent times. It took off. I then started this newsletter to equip leaders in the same fashion each week for the doubt that crashes across the bow of their leaderSHIP.