More Time with Your High Potential Contributors
We all know those standout individuals in our teams, the ones who always deliver. Dedicating more time to them for the sake of sustainability and continuity in local government is essential for high functioning teams with futuristic views. Let’s face it, when they thrive, the community thrives.
In “First, Break All the Rules” by Marcus Buckingham and Curt Coffman, we find a transformative approach to management that can be a guiding light for local government teams in 2024. This book falls into the category of “Oldie but goodie” for me. It is one of the originals that speak to intentionally focusing time on, recognizing and nurturing team members’ unique strengths and talents.
Buckingham and Coffman challenge the conventional wisdom of treating all employees equally*. They argue that exceptional managers recognize the distinct abilities of each team member and tailor their approach accordingly. This means giving top performers the flexibility, freedom, and opportunities they need to further develop their strengths. Such differentiation not only motivates these high performers but also sets a clear precedent about the value of honing individual strengths. (*More on equally vs. equitably later!)
How can we apply this in local government? It starts with a shift in perspective. Instead of a one-size-fits-all approach to management, let’s adopt a strengths-based focus.
This involves:
- Personalizing Management Styles: Understand the unique strengths of each team member and manage them in a way that leverages these strengths.
- Creating Opportunities for Growth: Provide top performers with challenging projects and roles that allow them to use and improve their best skills.
- Recognizing Individual Contributions: Regularly acknowledge the achievements of high performers, reinforcing the message that their contributions are valued and essential.
By embracing this more individualized approach, we can create an environment where our best producers not only thrive but also drive the team forward. It’s about creating a culture where the development of personal strengths is not just encouraged but celebrated. This way, we not only retain our top talent but also inspire others in the team to strive for excellence.
More Equitable Investment in Training and Education
Investing in a team’s learning is non-negotiable. Creating tangible metrics for return on investment (ROI) is important for the elected bodies and the community watchdogs. As important to note are the more intangible benefits (although I still argue they are tangible), improved performance, higher job satisfaction, and enhanced service quality. Especially in this tough talent acquisition market. Take the time to delve into the various ROI metrics with your important stakeholders, agree on them and make informed decisions. It’s an investment, not an expense.
When distributing budget dollars for these initiatives, consider what was mentioned earlier about equitable (distribution) over equal. The distinction between treating individuals “equally” and “equitably” is crucial, especially in the context of management and organizational development.
Equal Treatment implies that everyone gets the same resources or opportunities. In a work environment, this could mean providing all employees with the same level of support, access to resources, or chances for promotion. It’s a one-size-fits-all approach, assuming that what works for one person will work for all. However, this approach can overlook the unique needs, strengths, and challenges of individual employees.
Equitable Treatment, on the other hand, is about fairness and customization. It recognizes that each individual has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome. In practice, this might mean offering additional training to some employees who need it, or flexible work arrangements for those who have different personal responsibilities. The aim is to level the playing field so that everyone has the same opportunity to succeed, acknowledging that different people may need different things to reach the same level of success.
For example, in the context of nurturing top performers in a local government setting, an equitable approach would mean recognizing that these high achievers might benefit more from advanced training, greater autonomy, or more challenging projects. This doesn’t mean neglecting other team members; rather, it’s about ensuring that everyone gets what they need to perform their best – which might be different from one person to the next.
Incorporating this concept into management practices and strategic approaches means moving beyond the idea of blanket equality and towards a more nuanced understanding of what each team member requires to thrive. It’s about creating an environment where the unique strengths and needs of each individual are recognized and catered to, thereby enhancing the overall productivity and satisfaction of the entire team. Always remembering and acknowledging, of course, the ultimate benefactor is the community and the public service it will receive.
