One Resolution Every Manager Can Make
Ah January. That time of the year when our bodies make us pay for the December excesses and our brains tell us that this year will be different. That we’re not going to do some of the things that we did last year, or instead we’re going to start doing more of the things we should have been doing for years now.
Blogs will be written (👋) and podcasts recorded about the habits you need to form to be the best you. You’ll likely write down a list of ‘resolutions’ that will be quietly abandoned at the beginning of February as you settle back into life.
The first documented evidence of New Year’s resolutions, according to the Merriam-Webster dictionary, was over 200 years ago in the 1671 diaries of Anne Halkett, a writer and member of the Scottish gentry who wrote down a number of ‘pledges’ to herself.
Of course, the end of a calendar year is a great time for reflection, and there’s always lots to learn as we strive to be the best people we can be in our ever changing world.
I’m no different. During the last three weeks, we’ve been on a family holiday, I’ve watched England get hammered at cricket, done countless crosswords and read a couple of books. I’ve also made a list of the things that I’d like to do differently in 2022.
During the (continuing) pandemic, I’ve done all that I can to ensure that my knowledge of my work is up to date, my clients are well served and that I retain my sense of humour. Another part of this process has been listening to podcasts.
As a podcaster myself, I know that they’re a great way to inspire, distract or entertain when you need it most and at the start of the pandemic, comedian Bill Burr said something on his weekly podcast that has stuck with me since.*
It’s a sentiment that I’d never thought of in the way he described. If I’m honest it has become a game-changing way of thinking for me at a time when the world seems to be creating new divisions.
He said (and I’m paraphrasing here, sorry Bill): ‘You know what, different people make different decisions based on the information they want to believe and, whether I agree with it or not, I’ve decided that I’m going to root for everyone.’ It’s a statement I now refer to as Burr’s rule and it’s a great example of empathy in action.
According to one survey last year, empathy is a critical requirement of managers in 2022, and in order to do that well, then Burr’s rule must be applied consistently. What managers need to do is to take the time to get to know someone, understand their motives and decision-making processes, then help them be a good teammate and to deliver consistently in line with expectations.
Work will continue to be done in a remote setting throughout 2022 and in order for the mental and physical health of employees to be managed and results delivered, managers need to set an example for others to follow.
They need to demonstrate how to do empathy well and to create connections — not divisions — between employees. Working cultures need to be defined, clear expectations need to be set, a sense of levity and camaraderie must be present and psychological safety must be maintained. And by applying Burr’s rule of wanting the best for others and putting your trust in them to do the right thing, this can all be achieved.
Here in Australia, a high profile CEO was recently dismissed from his job for not doing this, despite his protestations that he delivered ‘substantial sales and profit growth while its share price more than tripled.’ Doing all of that without empathy and to the emotional expense of staff is simply not acceptable.
For working cultures to be vibrant, they require everyone to do empathy well, but managers need to role model what good looks like. Employees are simply not going to stand by and let senior managers ride roughshod over their emotional wellbeing. CEOs and boards of directors would do well to clue themselves in on the world of work in 2022 to better deal with these issues as soon as they arise.
Empathy towards others is a skill that everyone can and should learn so that we are better able to understand the decisions that others make or the feelings they may be having. So that we can root for everyone.
Of course, it’s easy to be cynical, critical and to hate on others and their choices. What’s harder — and yet ultimately more rewarding — is to want the best for people, regardless of whether you agree with their decisions or not and create an environment of empathy and understanding where everyone can thrive. You’ll benefit and grow as a manager and everyone else will too.
*NOTE: Bill Burr’s podcast is NOT for everyone!
