Leadership: "I'll gladly go in the middle."
I could tell as soon as they walked in the room that this was going to be a fun group to work with. My task for the afternoon was to take a corporate leadership team of about 40 people through some team building activities. As I stood before the group I explained that our session would include some fun games as well as some activities that would help them get to know each other better. Heads were nodding and people were smiling. I could sense that the culture in this company was healthy and that people were engaged in the development process.
As we began our first game they came alive. This group was having a blast and laughing so hard. After just a couple of minutes, I felt like I was a part of the group and hanging out with old friends.
The game required the group to be in a large circle with one person standing in the middle of the circle. The objective was to get out of the middle by walking up to someone on the outside of the circle and saying one of several silly phrases. The person on the outside had to reply with the correct silly reply. If they said the wrong thing they had to switch with the person in the middle. If they said the right thing they got to stay on the outside and the inside person had to try again. About halfway through the game, a woman was in the middle and she was having a hard time getting someone out. She was a quieter person and after failing to get four people out she said, “this is why I hate games. I’m not good at them.” The group fell silent, you could tell they genuinely felt for her. And then she walked up to a man on the outside and said her silly phrase and he said nothing in reply, which meant he was going in the middle and switching places with her. The room was still silent as he quietly said to her, “I’ll gladly go in the middle.”
At that moment, my point of contact looked at me and said, “and that’s our CEO” and I suddenly understood the significance of the exchange.
Effective leaders understand the value of letting people fight their own battles, the growth often happens in the struggle and great leaders allow this to happen. But great leaders also stay close to their people so they can help when help is needed. They will gladly take the place of someone else when the request for help comes in. That is exactly what this leader did. He was on the outside, but close enough to help, and willing to step in.
Be the leader that lets people fight their own battles, stay close enough to help, and step in when people turn to you.
Take care of your people and they will take care of you.
Molly Grisham, mollygrisham.com
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