Photo by Rawan Yasser on Unsplash
Imagine this scenario
Phil is the newly appointed CEO, having previously been the CFO.
Now his former peers are his direct reports.
Phil felt he needed to show that he was right for the role.
So, Phil’s first action the day after stepping into the role, was to hold a meeting of his direct reports and the next two layers of leadership, thirty people in all.
He intended to demonstrate that he was a no-nonsense assertive leader who was willing to help everyone succeed in their role.
So, in the space of a five minute address, he told them that his agenda was to stay the course but achieve an 15% improvement in each of the seven key results areas during the next fiscal year; that he expected them to work to that agenda; that they could come to him at any time to seek his opinion, thoughts and help about executing on the agenda; any questions?
He was surprised when he was met with a stunned silence.
After an embarrassing few moments, Phil said, “OK, that’s it. Come back to me if anything comes to mind. Let’s go.”
How would you feel if you had been one of Phil’s direct reports, especially in the company of the next two levels?
How would you have felt if you were one of those other leaders?
How would you have preferred Phil to proceed in his new role?
Now imagine this scenario
Gloria had completed her company sponsored degree in cyber security two years ago and now that her manager was moving on to another division, she expected to be promoted into her former manager’s position.
She was annoyed when a female colleague was promoted to the role instead of her.
When she confronted management about the mistake or oversight, Gloria was advised that the role required general management and exceptional people skills. Gloria was to focus on the rapidly growing need for greater cyber security, the purpose of her company sponsored degree.
Gloria’s reaction to the advice was sullen begrudging compliance. She avoided her new manager.
Her responses to her manager were cold blunt brevity.
What do you think of Gloria’s attitude?
How would you feel if you were her new manager?
Finally imagine this scenario
Briana was excellent in her online and telephone customer service role, even though she was the newest on the team. She enjoyed learning about the role and had a naturally open and helpful attitude.
Then one day her manager addressed the team of eight customer service officers saying that, due to AI and other automation, the team was to shed a member, and there were no other opportunities in the business for redeployment.
Whoever was to go would receive a six-month redundancy package which was more than the award required.
The manager was prepared for the sudden frozen downcast eyes of his team.
Then Briana spoke up. “If it’s OK with you all, I’ll go. I am the newest member, so I think it’s only fair that I go first.”
The relief on all member’s faces, including the manager’s, would have been great to capture on video!
Then Briana explained “Many roles will be impacted by technology and we all have to face that reality. At least with my redundancy package I’ve got the time and means to retrain for a role that will be needed more in the future.”
“What role will that be?” she was asked.
“People skills is where I want to go. It’s an extension of what I love doing here” Briana explained.
What do you think of Briana’s attitude?
How would you have responded to that situation?
The Skill That Set Briana Apart from Phil and Gloria
Attitudinal Competence – your ability to adopt and adapt your best attitude for what has happened, is happening or might happen, and not get stuck with habitual attitudes that don’t help you.
Right now, we are facing massive polarisation of political, religious, environmental and economic beliefs.
We are facing technological, environmental and social disruption at a scale not experienced together before.
Attitudinal Competence, where we have the ability to think and feel in ways that are progressive, that actually work and are based on facts, not dogma or mere beliefs and their companion emotions, is the number one skill we all need right now.
Fortunately, Attitudinal Competence is a skill we can all learn rapidly and easily.
The attributes of Attitudinal Competence are improved self and situation awareness; positivity; adaptability and resilience – attributes we all desire and especially for workplace cultures and our leaders.
Do you think it’s worth acquiring?
