How to make a great peanut butter and jelly sandwich.
Posted on May 8, 2014
Ok, so I have to take a moment and share something with everyone that might be a little shocking. I can not stand peanut butter and I also can not stand jelly. There, I feel much better now that I have gotten this off of my chest. Now that I have said that, I need to let you know that I do like peanut butter cups, and I can also enjoy an occasional jelly stuffed donut. Just the thought of smelling peanut butter or seeing it in the pantry makes me want to frown a little, and I feel the same way about jelly when I see it in the fridge.
I know that some of you might be asking about how this has anything to do with leadership.
After sitting through a meeting this week, I took an informal survey about how things went through the meeting. You see the leader led the meeting using his strengths and did, what I thought, was a great job. The problem was that he lost most of the group because they were not able to stay focused on his presentation. After the first session there were some that were disconnected and grumbling of not wanting to be on the team.
This meeting included leaders of all ages and also many different personality types, it included leaders that were internal processors, and some external processors. There were introverts and also extroverts.
During a break period, I had a chance to speak with the presenter and also someone who had more of an organizational personality type. I asked if they would be willing to work together to do the second part of the presentation. The results were amazing.
The were able to share the spotlight, balance each other’s weaknesses and keep the entire group engaged for the presentation.
The lesson that I wanted to share this week is that good leadership understands that there is a balance to peanut butter and jelly when it comes to making a good sandwich. (Even though I do not like this sandwich.)
When a leader understands that the vision, or goal, is bigger than the person then they are willing to share the spotlight and allow the team to get the credit. After all, true leadership understands that it is not about us.
This week’s experiment; Is your need for recognition hindering the vision and goals of the team?