Facing the Uncomfortable Truth: Why Leaders Must Address People Problems Head-On
A friend of mine, Dave Jennings, recently created a post on LinkedIn that got me thinking. He said, ”Every leader I’ve worked with would rather avoid dealing with people’s problems. But the effective ones do it anyway.” I always appreciate how Dave thinks, and attribute the content of this article to his brain power.
It’s a universal truth: managing conflict, addressing underperformance, or navigating interpersonal issues is uncomfortable. Yet, the most effective leaders are those who confront these challenges head-on, despite the discomfort. Why? Because avoiding these issues never leads to positive outcomes.
What’s Holding You Back?
If you’re a leader, ask yourself: What’s keeping you from dealing with a situation that needs to be addressed? Dave Jennings gave 8 cogent reasons. Here is my expansion on what Dave said:
- Not sure you have all the facts: It’s natural to hesitate when you feel you don’t have a complete picture. But remember, waiting for perfect information can lead to inaction. Sometimes, you have to move forward with the best information available and adjust as you learn more.
- Fear of the person’s response: Confrontation can be intimidating, especially if you expect a negative reaction. However, avoiding difficult conversations out of fear often leads to bigger problems down the road. The situation can fester, making the eventual confrontation even more challenging.
- No time: Leadership is demanding, and it’s easy to push people problems to the bottom of your priority list. But unresolved issues have a way of consuming more time and energy in the long run. Investing time now can save you time later.
- Just hate conflict: No one enjoys conflict, but as a leader, it’s part of the job. Avoidance only prolongs discomfort and can harm your team’s morale and productivity. Facing conflict directly, with empathy and a focus on resolution, is essential.
- Lack of support: Perhaps you feel alone in dealing with the problem, without support from other colleagues or stakeholders. Ok, so where possible seek out that support. But sometimes you might just need to take a big breath, notch up your belt and move forward the best you can. That’s your job as a leader.
- Lack of skills: If you’re unsure how to handle the situation, acknowledge it. There’s no shame in seeking out coaching or advice to build your conflict resolution skills.
- Hoping it will go away: This is perhaps the most dangerous mindset. Ignoring a problem doesn’t make it disappear; it typically makes it worse. The longer you wait, the more entrenched the issue becomes, and the harder it will be to resolve.
- Other reasons: There may be additional personal or organizational reasons holding you back, such as company culture or past experiences. Identifying these reasons and moving past them opens up new possibilities.
No Leader Regrets Taking Action
In all my years of working with leaders, I have never met one who said they were glad they put off dealing with a people problem. On the contrary, leaders who take action, even when it’s difficult, often look back with relief, knowing they did the right thing for their team and organization.
By addressing people’s problems promptly and effectively, you not only resolve the immediate issue but also set a tone for your leadership. You demonstrate that you are committed to fostering a healthy, productive work environment where issues are dealt with openly and constructively.
The Cost of Inaction
The cost of not dealing with people’s problems is high. It can lead to decreased morale, lower productivity, and even the loss of valuable team members. Worse, it can undermine your credibility as a leader. Your team is watching how you handle difficult situations, and your actions (or inaction) speak volumes.
Moving Forward
If you find yourself hesitating to address a people problem, consider this: How will the situation look in a week, a month, or a year if you don’t take action? What impact will it have on your team, your organization, and your leadership?
Taking the first step is often the hardest, but it’s also the most important. Equip yourself with the necessary tools, seek support if needed, and confront the issue with a focus on resolution and growth. Your team—and your future self—will thank you.
Remember, leadership isn’t about avoiding tough situations; it’s about navigating them with courage, empathy, and integrity.
Call us if you need a dose of courage and help working through people’s problems. Yes, we really have the skills to help you…
