Don’t Go It Alone

Jim Rohn said, “you are the average of the five people you spend the most time with.”  That is a little more in-your-face than the “birds of a feather flock together” mantra, but there is definitely some truth to it.  So take a moment and think about who you spend time with at work, because it matters. 

To effectively tackle the challenges you’ll encounter at work, it’s important to recognize that no one can do it all alone. True leadership involves acknowledging your own limitations and actively seeking out individuals who possess greater expertise and intelligence in various areas. By building a team of talented and knowledgeable people, you can leverage their strengths to achieve collective success and navigate complex situations more effectively. Surrounding yourself with smarter individuals not only enhances your leadership capabilities but also fosters a collaborative environment where everyone can thrive.

Leadership Truth

Smart leaders listen to smarter people.

The Paradox of Intelligence

The paradox of intelligence is a lot like the paradox of humility.  The moment you recognize you have humility, you have lost it.  You can’t be proud of how humble you are, and it is pretty dumb to consider yourself smart.  Smart people always recognize they have more to learn.

In a prior role at a different organization, I had to interview candidates for data engineering work.  One of the questions I liked to ask candidates is how well they know something, like SQL, on a scale of 1 to 10.  Candidates that scored themselves high were either over-confident or just trying to impress me. 

I was really trying to find out if they knew what they didn’t know.  I had one candidate with about 2 years of experience confidently say they were a solid 7.5.  I then asked them to “describe a correlated sub-query in a ‘where’ clause”, and well, you probably have the same look the candidate had.

A good personal development exercise for you, would be to take a look at “the four stages of competence” if you aren’t familiar.  Then think back to the last few months, and ask yourself, “what was the last thing I learned?”  If nothing comes to mind, think about what skill you could take from one level of competence to the next.  Then go do it.

Finding Smarter People

A good leader recognizes that they have not arrived.  There is always room for improvement, and there is always opportunity to learn from others.  I mentioned in my previous post Make A Decision, that you need trusted people you can vet ideas with before you make decisions, but you need others for so much more. 

As a leader, no matter what your title is, you will have bad days where you need encouragement.  Good counselors will help give you confidence when you second-guess that last difficult decision.  Seasoned counselors will help you navigate the politics and complexities of a corporate environment. 

To navigate the complexities of any organization, it’s crucial to have individuals who possess a deep understanding of its inner workings. These people are familiar with the processes, culture, and dynamics that drive the organization forward. Additionally, it’s equally important to have courageous team members who are not afraid to speak up and challenge you when necessary. These individuals provide valuable perspectives and ensure that you stay on the right path.

So, what qualities should you look for in smarter people, and where can you find them?

Counselor Types

• Your spouse – My greatest advisor is my wife.  I wouldn’t trade her wisdom for a thousand PhDs.  Proverbs 31:10 ends with “her price is far above rubies”, and that doesn’t even come close to describing how valuable she is to me.
• Experienced guidance – While a situation may be new to you, it’s likely that someone else has already navigated similar challenges. Don’t hesitate to seek advice from those who are a bit older and more experienced. Reaching out for help not only shows humility but also serves as a genuine compliment to their expertise.
• Challenger – if you surround yourself with people who always agree with you, you’ll start making bad decisions.  You need diversity of thought and someone who has the courage to challenge your thinking.  Look for them, and make sure they know they are appreciated.
• Tenured employee who has been with the organization for a long time – these are often people who are more interested in the success of the company, than they are the success of themselves.  Be careful here.  You don’t want to find a squatter – someone who sits in the same role for a decade and hopes no-one notices that they are coasting.  Find someone who has been in multiple roles, who has great relationships, and can help guide you through organizational politics and process.
• Diligent do-er who gets things done – Look for someone who will think outside of the box and challenges the status quo.  This is someone who is not afraid to do things differently but also understands how the process works.  They will know how to work within the guardrails while finding a better path.
• Encourager who talks positively about others – Watch out for people who speak poorly of others.  I’ve heard it said, “if someone will speak poorly of others in front of you, they will certainly speak poorly of you in front of others.”  Look for people who find the positive in situations, no matter how difficult.  You want people of integrity who will do what is right and not what is easy.
• Expert – In nearly every situation, there is someone who possesses greater knowledge or expertise on the topic at hand. These individuals have often spent years honing their skills and understanding, making them invaluable resources. Even if they don’t have more knowledge, they will undoubtedly offer a unique perspective that can provide new insights and solutions.
• Accountable Individual – A truly admirable person is one who takes responsibility for their actions, owning up to their mistakes just as readily, if not more so, than they accept praise for their successes. These individuals understand the importance of accountability and integrity. They don’t shift blame onto others or deflect criticism; instead, they face challenges head-on and learn from their errors.
• Trusted advisors outside of the organization.  I look to my pastor, my parents, past co-workers, successful friends or colleagues who are in different industries or organizations, and industry research.  Sometimes you need people who aren’t in the game to help you see something else that happened on the field.

This list is not comprehensive, but you get the idea.  If you surround yourself with these types of people, and you are willing to listen to their advice, they will help shape you into a better, more effective leader.  Proverbs 15:22 says, “without counsel purposes are disappointed: but in the multitude of counselors, they are established.”  Cue confused meme…  “Purposes” are whatever it is you are trying to accomplish.  “Established” means you accomplished the purpose. 

The secret sauce is “the multitude of counselors”.  Don’t try to do something alone, because, well, you aren’t smart enough.  In Oops! I did it again I share more about how you can identify and avoid bad counsel.  Telling the difference between good counsel and bad counsel can be difficult sometimes, but you can’t afford to listen to the wrong people.

You are Someone Else’s Counselor

Before you go, there’s something important I’d like you to acknowledge: whether you’re aware of it or not, you serve as a counselor to someone else. There is always someone, be it a colleague at work, a family member at home, or a friend in your life, who looks up to you and values your guidance. Recognize the influence you have and strive to be the kind of counselor we’ve discussed—one who offers wisdom, support, and integrity. Your actions and words can have a profound impact on those around you, so embrace this role with responsibility and care.

If you don’t know where to start, just start being kind and work hard.  Smile and be genuinely interested in the success and well-being of others.  Theodore Roosevelt said, “Nobody cares how much you know until they know how much you care”.  Who in your circle truly understands how much you care?

This is one of many articles in my Finding Leadership Series.  To learn more, go to Finding Leadership – Series Introduction or click on the series introduction in the sidebar.