“Why?” the CEO of the hedge fund yelled at one of his portfolio managers. “Why would you increase that investment? What were you thinking?”
The portfolio manager muttered a weak defense which the CEO promptly and easily tore to shreds.
When the manager left his office, the CEO turned to me, exasperated. “How do you reverse a losing streak?” he asked.
“Not like that,” I said.
High performing leaders expect a lot of themselves and the people around them, as they should.
But when people fall short of those expectations, the way leaders handle their disappointment can mean the difference between a return to high performance and a downward spiral of failure.
This is a serious deficit I have seen in many otherwise strong leaders. They’re inspiring when things are going well, but when the numbers slip, they can’t help losing their temper, or withdrawing.
“I need to hold people accountable,” I often hear from leaders who lean hard on people when they show disappointing results. “Maybe I yell a little, but they’re senior enough to take it.”
Sure, maybe. But what’s more important — holding people accountable or improving their performance? There’s a massive difference.
Yes, it’s important that people are accountable for their results, and if they don’t meet expectations, they need to know that. But in reality, if they’re generally high performers, they already know that they’re falling short. And, almost always, they take it seriously.
In other words, awareness and accountability aren’t their problems. What is? Regaining enough confidence to take necessary risks to succeed after a failure.
If you’re a high-performing, impatient leader, supporting others during tough times can be particularly hard for you to do.
It’s hard because your natural, knee-jerk response to underperformance is anger, directed at yourself and others. But our natural, knee-jerk responses are often counterproductive. (This is something I talk about a lot in my new book, Four Seconds.) Anger often feels right at the time, but it almost always makes things worse.
So, how should you respond?
In hard times, people want to feel more connected to their leaders. They need to have reasons to trust you. They need to feel trusted by you.
But our instinctive response is to be less visible and to communicate less positively. We have to counteract that instinct and connect more. That means more offsites, and more conversations among senior executives, as well as between senior executives and the rest of the organization.
One CEO I know resisted his urge to come down hard on people after a difficult year when the company didn’t achieve its goals. He had done that in the past with poor results. We talked about how the employees were already feeling down, compounded by the fact that none of them made the bonus threshold. He wanted to reinvigorate them so he did a counterintuitive thing: he rewarded them.
He told them that, while they didn’t earn their bonuses because of the results, he and the other senior executives knew how hard everyone worked. Then he announced that the senior executive team was going to give a share of their compensation to the rest of the company. The new energy and loyalty this created drove the company’s turn-around.
Another CEO I know had a meeting scheduled with a project team responsible for a high-profile pilot project that held the possibility of a large piece of client work. But the team was struggling and the pilot faced many challenges, some of them the fault of the team. He had prepared a short speech to tell them how critical this project was, how the company was riding on it, and how they had better fix the problems and make it work.
But when he stepped into the meeting and looked at the faces of the engineers, many of whom didn’t even meet his glance, he took a breath and changed his tactic on the spot. He knew he needed their positive energy now more than ever. And he did trust them. He started the way he had intended: “This project is critically important to our success,” and then he shifted his approach, “I know you’re doing everything you possibly can to make this successful. I want this pilot to succeed. But if we don’t get this, it’s OK. We’ll get others. I believe in you and I trust that you are doing everything possible. Thank you.”
They doubled down their efforts and turned the pilot around, eventually winning the larger project.
So, back to the hedge fund CEO’s question: How do you reverse a losing streak? Take a breath. Then offer the support needed to perform better next time.
By Peter Bregman
Source: Harvard Business Review
The author surveyed 5,600 workers from various industries from January 2019 to December 2021, finding that worker dissatisfaction not only starts as early as age 25 — it’s been here since before the pandemic started. Her advice: aim for work-life alignment, not work-life balance. Find out what drives them as an individual — and reshape their jobs together. Engage them in the recruiting process.
There’s been a lot of buzz about a 4-day workweek. But it will be the ‘4 + 1’ workweek that ultimately wins out: 4 days of “work” and 1 day of “learning.” Several forces are converging in a way that point toward the inevitability of this workplace future.
How can leaders help their teams combat change exhaustion — or step out of its clutches? Too often, organizations simply encourage their employees to be resilient, placing the burden of finding ways to feel better solely on individuals. Leaders need to recognize that change exhaustion is not an individual issue, but a collective one that needs to be addressed at the team or organization level.