Leadership development, particularly in an organizational context, is not among my usual topics.
There are, however, a few things that I keep wishing that we could talk about as we dig deeper, denominationally, around the issue of growth.
I posit that we are only as engaged, as committed, and as strong as our members themselves, and that the talent development piece of lay leadership is therefore key to our work. It’s also potentially countercultural, particularly if we choose alternative models of partnership and dialogue. Thus, I give you thoughts from teacher-land . . . after which we shall return to regularly scheduled programming. Probably. :)
Imagine . . .
You’re heading up a team or task force, and one of your members keeps dropping the ball. She just doesn’t get it. She shows up late. She’s unprepared. Or maybe she volunteers to do things but never completes them.
Or, you’re a paid part of an organization, and you hire someone to do a job that seems like a great fit. He’s excited. You’re excited. And yet, he spins his wheels at first, and then, month after month, performs below the curve. He’s not delivering results, and that seems unlikely to change.
In either case, you shake your head as you wonder why the people who at first seemed so promising, in other contexts, are not able to perform as expected. Something must be wrong with the selection process. Or the applicant pool. Or with today’s volunteers or church members or college graduates.
Sound frustrating? Sound . . . familiar?
Whether as lay leaders, as ministers, or in our lives beyond the church walls, effective leadership is a critical skill for those who aim to truly transform lives. And like it or not, part of leadership is providing critical feedback in a way that fosters learning and change.
It is. And the options we’re most familiar with—ignore the person, “fire” them, suggest politely that this might not be a great fit, express frustration to uninvolved third parties, or cross our fingers and hope—no, pray—that next time we are able to select a better team—those don’t seem to be working well.
And so, I’m suggesting an alternative, one that keeps the locus of control on ourselves:
WE as leaders must become experts at “caring confrontation.”
This, in short, is our own courageous willingness to call each other, and ourselves, out when we miss the bar. Caring confrontation requires an eye on long-term results and an understanding that failure is a necessary (but intermediate) part of the learning process. Most of all, it requires us to think like educators. In designing learning experiences, setting goals, and providing feedback, we become teachers—and we gain the opportunity to celebrate successes broader and deeper than we previously imagined.
If this sounds utopian, it may be because the more common approach—the one we perhaps learned by watching our own supervisors—is to avoid confrontation of any sort, all the while noting failures and storing up frustrations.
When we don’t know how to speak directly and honestly with one another about failure, we wait, instead, for a sanctioned opportunity: our chance to really lay it on the line. That chance is often an annual review or a final evaluation—and there, finally, we feel entitled to point out failure, and we do it by laying out our case. See here. And here. And here. You failed. I’ve been waiting to tell you, and I hoped that in the interim, you’d get it together. But you didn’t. How unfortunate.
Ken Blanchard and Spencer Johnson (the One-Minute Managers) call this the “Gotcha Approach.” Everything rides on one meeting or summative document, and one never knows what it will say, as if the elements of fear and surprise are somehow integral to the learning process. Pro tip: they are not.
Ideally, those we supervise should be able to self-report, from moment to moment, their strengths and weaknesses. They know what the goal is, are personally invested in meeting it, and have the necessary tools to gauge their own performance.
This awareness doesn’t happen in a vacuum, however—effective feedback lies at the very heart of the caring confrontation model. It’s just that feedback should not be delivered annually and in a summative way, unless it literally is a summary of what both parties already know. (You’ll know if this is the case because the summative document will feel boring to both of you.) True feedback is ongoing and support-focused.
That feedback works as follows: first, we openly acknowledge failure when and where we find it. This is brief, private, and non-punitive. Then we point, again, to the bar that the learner is expected to clear, and we strategize together about the steps needed to clear it.
True feedback engages the learner—she’s making predictions, taking action, observing what happens, and then, with support, pausing to reflect. Then the cycle begins again.
Think, here, of the teaching strategy of scaffolding—what the learner already knows provides the supportive framework, and we are encouraging her, always, to reach up in planning her next action.
With feedback, the learner can also make mid-course corrections—in fact, she’s expected to. And the organization, while spending more time in the training and supervision process, is also more likely to benefit from that investment because job satisfaction is higher and frustration and hopelessness are lower.
So what does caring confrontation require?
It asks, in short, that we each become teachers.
Before you argue that you didn’t become a teacher for a reason, consider what you stand to gain by adding “educator” to your supervisor persona.
Leading like a teacher provides tools to break the gridlock and frustration of supervisees who “just don’t get it”—and it also provides organizational motivation to do things differently. As any good educator will tell you, the failure to learn lies first with the teacher. This may initially sound unpalatable, but in responsibility lies freedom: we can change ourselves!
How does this work, in the caring confrontation model?
1. Teacher-leaders must approach any task—the “bar” that the learner must clear—as a set of key skills, in sequence.
Have you visited a preschool or kindergarten classroom lately? Did you stop to wash your hands? If so, you may have seen a diagram like this.
task analysis, handwashing. Created with Boardmaker.
This is obviously very simple, but there was a time when it applied to you, too. You had to learn, part by part, what to do to clean your hands, and in which order—and to make it easier to learn, someone broke the task down for you.
In teaching, we are always asking, “What’s the next step?”
Competence is the goal, but to get there, we must outline the path.
What is Rosie trying to accomplish? Think of the end goal as the top of a mountain, and imagine a long, winding trail leading up to the summit. Along the way are a series of huts—places to rest and take stock. The first step on Rosie’s path will be close to where she is now. The second will move the bar just a bit closer to the goal. (Is this disappointingly un-magical? The path to results often is.)
This gets tricky when we are teaching someone a skill that feels like second nature to us. Perhaps it came so easily that even the steps to learning were masked—we mastered them internally. Unfortunately, it is in these areas—where we have no memory of struggling to learn—that we may instead struggle to teach.
Fortunately, step 2 can help.
2. Teacher-leaders must know the learner’s skills and weaknesses, and meet her where she is.
Each step on the path needs to be achievable with the tools available, plus effort.
Imagine that what you’re actually teaching is tightrope walking: falls are ok; injuries are not.
This analogy might seem overly dramatic, but keep in mind that the learner who fears doing actual damage to herself or others will spend energy on worry and hypervigilance, be less willing to take needed risks, and will struggle in a feedback process that feels fraught rather than encouraging and curious.
It is therefore critical to be sure that skills are firmly in place before the stakes are high. Suicide prevention counselors practice their skills in dozens of hours of roleplays before they ever touch an actual crisis call. Medical students practice on cadavers for a reason.
Danger and praxis coexist effectively only under extremely close supervision, and with a very carefully vetted admissions process. Actual danger is not often the case in congregational life—but tell that to the person ascending the pulpit for the very first time, comforting the newly bereaved, or chairing a contentious meeting, yet doesn’t feel prepared for the task.
To assess what kind of net your learner needs, you’ll have to evaluate where they are. This is where that step-by-step task breakdown is helpful: when you put those steps into a document and assign a number to each one, you’ve created a rubric. You and the learner can now work with it together to determine current skill levels–and make a plan to reach up.
3. Teacher-leaders know that their primary contribution to the learning process is their time.
Skill development takes time. Supervision and feedback also take time. This investment is key—and unfortunately, it’s often given short shrift in busy schedules.
We want to see results, and we want those we supervise to deliver them. That’s a reasonable expectation . . . the part we hate to hear about is the hefty amount of work required up front.
No one needs a micromanager, but inattention has its limits as a growth strategy. If you need team members to go farther and do more, prepare to evaluate, strategize . . .and teach.
From the point of view of your schedule, that means some planning and research time up front while you figure out how to break the task into manageable learning segments and what skills need to be isolated (Public speaking? Database management? Tools for leading meetings?) It means being available to have a conversation early on if things aren’t on the right track. Finally, it means time for shared planning around goals.
These tasks are more or less time-consuming depending on the nature of the work and your supervisory relationship—but the time required will never be “zero.” The learning process is collaborative; that’s not the same as being independently-managing.
4. Teacher-leaders view learning roles as flexible and fluid
The best teachers know what it’s like to be in a learner’s shoes because they engage in continuous learning themselves.
The openness and humility needed to keep our “learner” hats on even as we supervise others encourages further growth in us, in our students, and in our movement. Better still, this outlook reflects reality—we are all learning, all the time, regardless of our titles and assigned roles. Ideally, even our supervisory relationships model “power with” rather than “power over”—a profoundly countercultural message that is right in line with our Unitarian Universalist theology of worth, dignity, and deep interconnectedness. Some are mentors; some are supervisors–but we are learners, together.
We can embrace failure as an intermediate outcome . . . and then, acting as educators, we can use it as a growth tool.
Really excellent mentors, bosses, and leaders: Those who can teach.