We’ve all skilled shiny pennies. As kids, it appeared so magical to carry a newly-minted penny, because it sparkled within the mild of day. After we held it subsequent to a different penny, we immediately drew a comparability and determined by some means that the outdated one may have by no means been as new or stand out so brilliantly.
Many consumers converse of recent additions to their workforce very like these shiny pennies. The eyes of CEOs mild up as they describe the abilities of a brand new chief who has simply joined the corporate. One just lately informed me, “This new individual is so sensible they’ll see round corners!” One other famous, “This one is a house run – much more efficient than anybody else on my workforce – there’s no comparability!
These different leaders who’ve been with their corporations for an extended time period usually see their senior executives develop into enamored to the perceived skills of a brand new workforce member and might battle with what they really feel are unfair comparisons. They’ll usually really feel some sense of envy that may evolve into resentment because the boss continues to reward the intelligence, capabilities and potential contributions of the latest individual to affix the workforce.
And the brand new one that has simply joined the corporate additionally feels the feelings and the invariable back-channel feedback which happen.
Within the Boston Government Coaches strategy, we work with purchasers on understanding what is going on inside the “system” or firm during which they function and we encourage them to discover what they’re experiencing and the way they really feel about it earlier than drawing any conclusions or appearing upon them.
We name it “Constructing Consciousness earlier than Transferring to Motion.”
As I work with plenty of purchasers who’re experiencing turnover on the highest ranges of the corporate (and admittedly, who isn’t?), I ask concerning the new additions to the workforce and pay attention rigorously to the solutions. One shopper just lately informed me that the boss had introduced in a brand new member of the C-Suite and was talking glowingly about that individual.
“What are you noticing?” I requested.
“Nicely, the boss thinks they stroll on water.”
“And what are you experiencing while you hear that?
“It actually makes me offended – we’ve been working for years to make the corporate profitable, and now the brand new individual is seen because the chief who can repair all the pieces.”
“I’m sensing some resentment from you,” I replied.
“You’re spot on – this new member of the C-Suite is a “Shiny Penny,” who isn’t any extra skilled or smarter than me.”
“And what do you do with that feeling?” I inquired.
“Nicely, I tamp it down, nevertheless it doesn’t go away. It makes me really feel unbalanced and even much less productive – and I typically assume the boss sees me in a different way than earlier than. I discover myself reacting to the brand new man in a really unproductive approach.”
It was with that comment that I noticed the shopper’s notion shift. They immediately realized that the scenario – the brand new “Shiny Penny Phenomenon” was shading their strategy to others. I requested yet another query:
“And what could be a productive strategy?”
From there the shopper spoke at size about how they’d beforehand labored successfully with all members of any workforce. And the shopper realized that the Shiny Penny may need even been a label that had been placed on them at occasions. They opened up about their emotions and realized that the label and the sentiments they felt had shaded their strategy to others – and so they had successfully misplaced their “middle.”
When my shopper discovered that center, the reply shined as a lot as any new coin:
“Each penny is shiny to start with, and when it begins to boring, it nonetheless has the identical worth. It’s as much as me to not let the label get in the best way of the actual worth – and work with that individual as a member of the workforce, simply as I all the time have.”
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