You Are Now THEY

The moment you step into a leadership role, you’re no longer just you.

Let’s just say it. You are now “They.”

You know “They.”

When someone gets home after a frustrating day and says to their spouse or friend:

“Do you know what THEY are making us do now?”

Guess who “They” is?

Yep.

It’s you.Congratulations!

To your team, you are now the living, breathing representation of the organization.

The policies.

The decisions.

The strategies.

The changes.

Even the stuff you had absolutely nothing to do with.

Fair?

Probably not.

But that’s part of the deal when you step into leadership.

You don’t get to represent the organization only when you agree with everything it’s doing.

You Don’t Have to Agree With Everything

This is where leadership gets difficult.

Sometimes you’re going to be asked to communicate a decision you didn’t make.

You may even disagree with it.

But there’s a big difference between saying:

“I know. I think it’s ridiculous too, but THEY are making us do it.”

And saying:

“I understand why this is frustrating. Let me share what I know about why we’re making this change and what it means for our team.”

One response makes you part of the team complaining about “They.”

The other reminds everyone that you are They.

That’s leadership.

Communication Is Part of the Job

One of the best ways to keep “They” from becoming the enemy is communication.

Lots of it.

And please don’t confuse email with communication.

Email is often a transaction.

You need something from me.

I need something from you.

Done.

Communication requires conversation.

Great leaders consistently talk with their teams about what’s happening, why decisions are being made, and how those decisions affect the people doing the work.

Your team may not always agree with the decision.

That’s okay.

But people handle change much better when they understand the why behind it.

Don’t Become a Feedback Black Hole

Being “They” also means people are watching you differently.

So communicate when things are going well.

Tell people when they’re doing great work.

Give constructive feedback when it’s needed.

And just as importantly, be willing to receive feedback yourself.

Ask:

“What am I missing?”

“What could we be doing better?”

“What do you need from me?”

You don’t have to agree with every answer.

But you do need to listen.

Keep Getting Better

Leadership isn’t a “set it and forget it” proposition.

One of my first coaches used to tell me:

“If you’re not getting better, you’re probably getting worse.”

I’ve never forgotten that.

Stay curious.

Keep learning.

Keep sharpening your skills.

And create an environment where the people around you are encouraged to do the same.

Because once you become “They,” your growth isn’t just about you anymore.

Your growth impacts everyone you lead.

Quarter Turn Action Step

This week, listen carefully to the language you use with your team.

When an unpopular decision comes down, do you separate yourself from it?

Do you say:

“They want us to…”

“They decided…”

“They’re making us…”

Or do you take ownership?

“Here’s what we’re doing.”

“Here’s why.”

“Here’s what it means for us.”

That’s a small language shift.

But it’s a big leadership shift.

Because the moment you accept a leadership role, there’s something you need to understand:

You are now They.

The question is…

What kind of “They” are you going to be?

Until next time,

Here’s to you and your continued success.

One Quarter Turn at a Time.

 

Thoughts for the week:

“Leadership is not about being in charge. It’s about taking care of those in your charge.”
— Simon Sinek

“The art of communication is the language of leadership.”
— James Humes

“Feedback is the breakfast of champions.”
— Ken Blanchard

“Once you stop learning, you start dying.”
— Albert Einstein

Looking forward to our next connection

Coach Tim