Here’s a great question from one of the #CLoTribe followers.
I am part of a small department of five. We as a team do a good job in executing tasks quickly and efficiently. We do our jobs so well that we are often “forgotten” among the other departments.
For example, we have the slower computers compared to other departments, and rarely are we included in company meetings. The team members reflect this kind of mindset of complacency.
When problems arise, often there is internal griping and complaining within our own department, but no plan of action is taken. Our manager would only be in the picture if something is wrong. This kind of image irks me to the core.
I encourage my coworkers to act for change and to speak up, but they often respond as the “victim” and that nothing will change. On the other hand, I refuse to see it that way.
I seek improvement and betterment. There is a long track record that I have been proactive in implementing software/hardware upgrades, improving procedures, etc. for the long term benefit of the department.
I do see progress, but it’s been a long and hard battle by myself. I am not sure how much longer I can fight alone.
Questions I ask myself:
- How long do I keep up with this battle?
- Am I expecting too much from this department?
- How will my coworkers consider my ideas especially if I, on average, am 10 years younger than they are?
- Should I move into another department?
Signed, Lone Ranger
Unfortunately Lone Ranger, you’re not alone Kimosabe. (Sorry about that.) The truth is, this type of culture is all too common. It is my belief that the reason you are “forgotten”, is because you do things well enough that you don’t have fires to put out.
Which is such a bassackwards way of doing business. However, it is what it is. For the culture to change in your department, it has to start with your leadership.
In other words, what you could possibly accomplish if you had more resources? What if you had faster computers? What if…you finish it. For you to be able to convince leadership of the needs, you must be able to influence leadership. (Read that)
As for your questions, I would not look at this as a battle you have no choice but to fight. Instead, I would look at this as a challenge that will help YOUR future leadership.
Process every possible way that you can create the desired result that you and the team want.
- How do you get leadership on board?
- What CAN you expect from your departement, and what are they willing to give?
- Instead of taking charge of the team, what if you rallied the troops and used their collective wisdom to solve this problem? It’s a crazy way of assuming leadership, without taking it.
- When you have worked every possible angle and have tried to convince every leader connected of the needs, and no changes have been made, then it’s time for you to consider your next move. Whether it be a different department, or another company.
There is where I would start. On top of that, you’re about to get some crazy good advise from this tribe.
Question: What are your thoughts on Lone Ranger’s situation?