Leading the independent contractor
"I can do things you cannot, you can do things I cannot; together we can do great things." Mother Teresa
In a vast majority of leadership relationships, the leader possesses the requisite power and influence over whom he or she leads. This power and influence typically come in the form of a paycheck or the ability to terminate employment or a contract with a vendor. While leadership is not about using this power and influence as a threat, it does help the leader lead. If one of my people does not meet my intent or live by the values we subscribe to in my business, I, indeed, our whole team will vote him or her off the proverbial island. If a contractor does not meet my expectations, I’m moving on.
In cases where the leader lacks the power and influence of a paycheck or termination, leadership can be very challenging. Real Estate companies are a great example. While everyone operates under the same ‘brand,’ each realtor is an independent contractor who sets his or her own schedule, goals, etc. They may or may not attend weekly or monthly meetings and they probably feel no pressure from leadership to do things they may not want to do. I’ve often marveled over this challenge, perhaps one of the greatest – leading independent contractors. I do have some experience here.
In Afghanistan, while serving in the U.S. Army, I led several task forces – a “force’ or ‘group’ of separate organizations, agencies, contractors, and people brought together behind a common ‘task.' In the Army we had the concept of "Unity of Command," meaning all agencies, people, etc. under one leader with the requisite authority. Unity of Command made things simple. One person in charge. Instead of unity of command, we had to practice Unity of Effort, meaning everyone on the task force joined and guided behind a common goal, yet not beholden to a single leader. I had to alter my leadership approach to achieve what I wanted to achieve as a task force commander. I had to form and foster relationships and promote our shared goals. I found myself in more of a support role instead of a director role. I stumbled a few times but learned and adapted. Leading independent contractors? Here are some tips.
Focus on that which bonds you. What is the common vision, mission and or goal(s) of the organization? For realtors, it is to sell homes and make money. This being the goal, the leader can conduct him or herself in a manner which assists or provides value to the individual realtor. Perhaps the leader assists with automated systems, administrative assistants, or marketing campaigns to help the individual realtor focus on selling. Maybe the leader is present to assist at key moments when a realtor is attempting to close a sale.
Operate in more of a supporter role versus a director role. Leaders provide space, autonomy, and opportunity for their people. They reduce obstacles and provide funding and other resources to allow people to succeed and excel. Find out what that support is needed for the greater team and for its individual members.
Get to know your independent contractors. Form and foster trust with them. These contractors are people after all, and each of them are motivated in different ways. People want to be heard. They want leaders engaged with them, understanding their personal and professional hardships and celebrating their wins. Get to know them on a deeper level. Use non-work or social engagements to bond with them – this is where real trust is formed.
Promote teamwork. Teams – not individuals win championships. Tom Brady and Michael Jordan would be the first to tell you this. Teammates help each other and challenge each other. They think, not of themselves, but of the greater team. Define what a championship is for your organization and describe, that through teamwork, everyone will benefit.
Reread the quote from Mother Teresa. What are the things ‘you’ can do and what can ‘they’ do?
You’ll have some free radicals – those who don’t want to ‘play.’ Those who are in it for themselves. These people can be challenged. Did they truly make it on their own? Hasn’t anyone helped them in their path to success? Don’t they rely on the ‘headquarters,’ or greater organization to succeed at their mission? Is it too much to ask for some cooperation or team play in return? Show your admiration for their performance but ‘ask’ for some help from them for whatever you need – meeting attendance, assistance with faltering teammates, etc. You’ll win some and you’ll lose some.
At the end of the day, leadership is influence. Throughout each day we influence people we don’t have authority over to do things they may not otherwise do. Analyze your situation and your people, alter your influence or leadership, watch greatness occur, then celebrate wins.
Make it Personal!
Rob
Rob Campbell