Leading Chicken Little
"The sky is falling! The sky is falling!" Chicken Little
"The sky is falling!," so states Chicken Little, a character in a European folktale who, after being hit over the head with an acorn, believes the tragedy to be imminent so he tells all including the king. Chicken Little's fatal flaw is not thinking things through and jumping to conclusions and beliefs devoid of analysis and truth. Moreover, his flaw is casting doubt among others, causing false alarm and squashing motivation. Do you lead a person like this?
Chicken Little's are the ones who are quick to assume (and announce) flawed or failed outcomes. They are the ones who create angst. They are the "Debbie Downers" of a meeting - the ones who can suck the energy, excitement, and confidence from people and teams. Their behavior may be due to their high level of anxiety or it may come from their ego, which drives them toward negativity and causes them to predict the worst. Chicken Little's may state the extreme to gain attention or make themselves look like the smartest, most experienced person. There is a way to lead them.
Every person and every situation is different, therefore leaders must apply their leadership (influence) appropriately. There are several leadership approaches and leaders ought to spend time considering them before they interact with Chicken Little. Investing time getting to know someone and building trust is primary. This happens more in social settings and in conversations where leaders travel a journey of discovery with those they lead.
One approach is the 'ignore it' approach. Following a, "sky is falling," comment, a leader (who has done their part to mitigate failure) could say or do nothing. When this behavior becomes destructive, meaning the motivation and confidence of another person or team takes a hit, a leader ought to step for a one-on-one. The leader should first ask why Chicken Little speaks and or acts as he or she does, then highlight the problems with it and ask for them to alter their behavior. Remember, asking, not telling, is key. "Can I ask you to work on ....?" You can still hold people accountable this way.
Chicken Little's can be a source of humor in the office - treated respectfully of course. Lead them well. Think about your approach and Chicken Little's impact on others (and yourself), then apply your leadership appropriately because the sky is indeed, not falling.
Make it Personal!
Rob
Rob Campbell