Just like team members, leaders get anxious before critical performances. The intense desire to have the team excel in a big moment can push leaders to do things they don’t normally do. They offer more feedback, more frequently, and talk about the big opportunity just ahead.
All hands on deck is an extra push due to an extraordinary need where every member of the team is focused on working the task to the exclusion of everything else. If the leader's done their job and the people know their duties, the only change a leader should make is to provide clarity on the end goal and then support & protect the team as they work the problem.
In such circumstances the leader should be found acting as a floating team member, working to anticipate and clear obstacles out of the team's way, answering any questions that come up, call a "time out" if people are getting stressed and need a break, and keeping upper management out of the team's hair.
Is that an approach change? I'd argue not because the team's working the way the leader trained them - all the leader's done is turn them loose to execute at a higher level than they normally do. When things goes back to normal the leader should still be supporting and protecting the team as well as working to develop each member so they reach their full potential.
If a leader feels the need to change their approach because a 'big deal' is coming, they've been mismanaging their team all along.
That seems very true, Tim.
Still leaves room for leaders to call an "all hands on deck" however?
Would that not be considered an approach change?
All hands on deck is an extra push due to an extraordinary need where every member of the team is focused on working the task to the exclusion of everything else. If the leader's done their job and the people know their duties, the only change a leader should make is to provide clarity on the end goal and then support & protect the team as they work the problem.
In such circumstances the leader should be found acting as a floating team member, working to anticipate and clear obstacles out of the team's way, answering any questions that come up, call a "time out" if people are getting stressed and need a break, and keeping upper management out of the team's hair.
Is that an approach change? I'd argue not because the team's working the way the leader trained them - all the leader's done is turn them loose to execute at a higher level than they normally do. When things goes back to normal the leader should still be supporting and protecting the team as well as working to develop each member so they reach their full potential.
Another base hit by the AL team. Thank you.