Q&A: What do I do with a leader whose actions don't match their words?

I was asked this question recently during the Q&A section of a workshop I did. The person who asked the question managed the leader. 

 

Here’s my answer: one approach is to understand the leader’s individual goals, motivations, aspirations and then link their team’s engagement as a measure of success to their personal objectives. For example, if their goal is to attain a higher title then they can only be promoted to a higher title, you can establish criteria where they can only be promoted if their 360 scores reach a certain threshold in a certain category. Tying their team’s engagement/morale/productivity to their goal tends to be effective. The key here is knowing what their goals are and hoping they are being genuine when they tell you. To work effectively, it has to be tied to something they genuinely care about. 

 

For the bullshitter leaders who are all talk and no action… there are some effective strategies to enforce accountability with these very smooth, suave talkers who don’t follow-through on things they say. One strategy is to employ direct questions to have them commit to specifics – deadlines, tasks, etc. and then document these in writing and share them with a wider audience. Additionally, schedule follow-up meetings to review progress, which will help ensure that actions align with words. 

 

For maximum impact, strive to create an organizational culture that focuses on accountability, trust, engagement, and consistency with what is communicated and what is delivered. Highly effective leadership is crucial here – from the top-down. 

 

As a reminder, behavior change is possible, but it takes effort, time, patience, and a supportive environment. Consider how the person learns best and how you will best support them in the process. Hiring a coach for them is always an option!