Carla: The teachers all around me say, how come you're so strict?
You're so mean, and they won't leave your room.
They're here after school.
They're here at lunch.
These kids never go away.
What the heck are you doing in there?
I.
McKinlay Otterson: That's Carla, a middle school teacher in inner city
Phoenix, describing how she gets her students kids who have faced serious
life challenges to not just meet her expectations but exceed them.
Carla: They had to say, thank you, Mr. Garcia.
Thank you, miss so-and-so, so that we don't say those awful B words,
that they like to call each other.
We don't do that in my classroom.
If, if any adult walks in the room, I expect the nearest child to that adult
to get up, offer them a seat, and then offer to tell them what it is we're doing.
Doing in the class at that moment in time so they don't,
don't interrupt the whole class.
All those things.
I want respect.
The gentleman have to let the ladies in the classroom first.
I'm teaching respect and manners and self-respect for self, all that stuff
while we're teaching the lessons.
That's how I roll.
McKinlay Otterson: Most of us can probably think of someone, a leader,
a teacher, a coach who was really strict with us and we loved it.
Because somehow their high expectations felt motivating and rewarding.
But then we can also probably think of a person that was really strict who we
did not enjoy, and it was something about their rules that annoyed us and caused us
to resist the expectations that they had.
So.
What makes a difference?
Because feeling like you have to choose between connecting
with your team or holding them accountable is a real struggle.
Many leaders wrestle with, how do I build real connection with the people?
I also have to hold accountable.
Welcome to Leading Outward, the Arbiter Institute's podcast, where we explore the
tools and ideas we've used for over 45 years to help people solve their toughest
leadership and organizational challenges by leading with an outward mindset, seeing
people as people, I'm McKinley Otterson.
Carla: I am working with inner city youth here who are troubled,
and I've been there, done that.
I had a horrendous growing up.
We were very poor.
My mom was a prostitute.
My dad was an alcoholic.
I tell these stories in the classroom to my kids when this time and when
as appropriate for them to hear them, and I can tell immediately
when they start seeing me different.
Oh my God, she's not that Mrs. Debo, she's.
Our Mrs. Devo, she gets it.
She's been there.
She can relate.
I just tell 'em who I am.
McKinlay Otterson: That phrase, I just tell them who I am is
what makes Carla's approach work.
Her students embrace her expectations because of the
connection they feel with her.
Carla has a degree of willingness to share with her students who she is.
She doesn't just acknowledge the challenges that they're experiencing,
but she willingly shares with them the challenges that she's faced,
so they get a chance to know her, not only as their teacher, but as
a person, as Carla, as someone who experienced a lot of the same things
Carla: that they do.
I have teachers I work with on a day-to-day basis, and the
children don't even know that these teachers have children.
I find that astonishing.
We don't open up and say who we are.
We are afraid to talk about who we really are as human beings for some reason.
And then you, oh my God, he's not so perfect.
He's just like me.
I felt that.
I've been there, I've done this, and, and all of a sudden the perfect goes away.
The real comes out, and then you start listening to people.
McKinlay Otterson: Carla's experience leading a classroom illustrates something
that can seem really counterintuitive.
Many of us think that there needs to be distance between me and those I lead.
How can I lead them if there's not?
But what we see in Carla is that her ability to lead comes from having both
connection and high expectations, but it can feel like you have to choose, like
you can either connect with your team.
Or have accountability, but not both.
We want the connection that builds trust and the
accountability that drives results.
Naomi Franchetti: I was in the Air Force for 26 years and I
was an ICBM missile maintenance, nuclear weapons munitions officer.
McKinlay Otterson: This is Naomi Franchetti, a US Air Force
commander who had to learn to create connection in a culture driven
by extremely high expectations.
Naomi Franchetti: When you think of your past experiences shaping who you are as
a person and who I was as a officer in the military, you're dealing with nuclear
weapons, you're dealing with ICBMs.
It takes a lot of risk to to go outside the norm to do something different because
we're used to hearing things like, don't do anything dumb, dangerous, or different.
We just gotta get the job done and, and you're gonna do it my way.
And that really shapes who you are as a leader.
What was it like trying to lead in that environment?
It was challenging because I was different.
I wasn't a lot of female perspectives in missile maintenance.
In fact, when I was at the Pentagon, we did the analysis and I wanted to say,
oh, at the time 6% females, that's it.
Wow.
And so what the community prized, what they valued, especially when
I was a young lieutenant, is.
People that just talked the loudest, or people that portrayed
themselves as knowing it all.
And that to me isn't my default, if you will.
You know, I much more like to listen, have more empathy.
And so I really felt that through my time in the military.
I guess I just got more and more authentically me, and I retired as the
sixth four munition squadron commander.
That was my most authentic self when I was in that role.
Why is that?
Less interpersonal risk because I knew I could retire so I could
be myself without repercussion of not getting promoted or whatever.
I don't, I don't have to worry about that anymore.
That, and so I think that also played a major role in me being authentic.
McKinlay Otterson: Did you feel like, oh, this was good that I waited
until now to be more authentic?
Or did you feel like I could have been doing this sooner?
Probably a little bit of both.
When Naomi shared that she felt most authentic in her final command
because she knew she could retire, I actually found myself feeling a bit
discouraged and thinking, don't tell me that we have to wait until the
end of our career to feel safe enough to connect with the people we lead.
I. That's why I asked if she felt like she could have been more authentic earlier
on, honestly, in the hopes that she'd say yes, and I regret not doing it sooner.
But what Naomie's story reveals is far more complicated.
Her experience sheds light on the very real and inherent risk in
connecting, especially in environments where accountability is everything.
And when you're under pressure to deliver results, it's easy to
believe that real connection is a luxury that you cannot afford.
But when accountability isn't grounded in connection, the results often suffer.
My first
Naomi Franchetti: command was more about survival than thriving.
I was 32 weeks pregnant when I took commands, and so I thought, oh, great.
I've got eight weeks to just really get in there, get into the
organization, see what's going on, see what needs to be changed.
But I was greatly surprised when at.
34 weeks.
So only two weeks later that I wasn't feeling well and, and my doctor
said, Hey, come in and get checked out to make sure everything's okay.
And as soon as they had strapped me up into the triage room, my
water broke and they said, I guess you're having your baby today.
And I completely lost it.
I was ill prepared at that point to be, to be having a baby.
I'm like, oh my God, I wasn't even through all my classes yet.
I end up having my baby that day.
And when she came out, she wasn't breathing.
They're working on her.
They got her breathing and she spent three weeks in the nicu.
When you talk about hard things that happen, that was one of them.
My husband and I had a lot of infertility struggles.
It took years to come to this point and and now we're in the
nicu and gosh, that was hard.
It was really difficult.
We made it outta the nicu.
But one of the things that also happened when I was on maternity
leave, our organization had a suicide and I had to make the decision, am
I gonna come off on maternity leave?
After everything that had happened with my daughter and, and I. Work with the
organization, you know, to go to work through this, or am I getting to stay
on my maternity leave and continue to be with my daughter that got outta the nicu?
McKinlay Otterson: Imagine that Naomi became a commander for the very first
time right before she became a mom.
And now she's dealing with crises on both fronts.
She almost lost her daughter and she did lose a member of her organization.
And now she has people that expect things from her, both
professionally and personally.
Naomi Franchetti: So the decision I made was to stay with my daughter.
Okay.
And my commander, he, he called me and said, are you gonna come back off your
maternity leave to to deal with this?
And I said, well.
Sir, you know, the organization has the ops officer, the organization has the
chief and the first sergeant, but my daughter only has myself and my husband,
who's also active duty at the time, and, and I think I need to be with my daughter
when I did come back from maternity leave.
My commander, he said, um, I just want you to know that everybody is talking
about the fact that you didn't come back and deal with the suicide that happened
in your organization, and I just want you to know that it's out there and Whew.
It was hard.
It was really hard to hear that.
What it ended up doing for me was feeling like I was at risk a lot.
I was at risk that I wasn't a good commander because I didn't put my
organization first over my family, you know, service before self, right?
Like I should be, I should be doing these things, but in reality, I wouldn't
have changed that decision for anything.
But I will say then it made it really difficult, especially dealing with that
commander and the other individuals.
On, on base, knowing that they were talking about decision i I made and
they wouldn't have made the same choice.
I still feel it inside when I talk about that.
So it's, it's tough.
It was tough.
McKinlay Otterson: At this point in Naomie's story, I'm thinking back to
what she said earlier, that she felt most authentic in her last command
because she knew she could retire.
After hearing this experience, that makes perfect sense.
Of course, she felt trepidation throughout her career to connect with
people when this was her experience.
But what's so powerful about Naomi's leadership is what
happened when she returned to work.
Naomi Franchetti: When I actually came back to work, the first
sergeant said, Hey, you need to tell everybody what you're going through.
And I'm, oh my man, that's a lot.
That's a lot.
To be vulnerable in front of hundreds of people and tell 'em the
challenges I just went through when I don't even know that I'm okay yet.
Right.
And so, um, he convinced me, and I'm glad he did.
We had commander's call and once I shared that though.
Man, you talk about creating a safe space for others to open up.
I had so many airmen come to me and say, thank you for sharing.
I wanna tell you about something that I'm going through now.
And so to me, showing that vulnerability, creating a safe space for others to
share, doing the hard first step, sharing when you're not at your best or
when you've gone through an emotional struggle or physical struggle, whatever.
I mean.
I think that's, that's what impacted my leadership the most.
And I mean, it wasn't the intention at the time, honestly, it was just
to share that, hey, this is why I didn't come back to deal with that.
Um, but in the end, it actually strengthened us as
an organization and as a team.
That's part of the reason why I was who I was and, and how I
continue to really focus on people.
Honestly,
McKinlay Otterson: Naomi's experience highlights a reality
that is present for all of us.
There will always be some degree of risk in connecting with the people
around us, and the degree of risk will vary based on a variety of factors.
But it is true that you can never be free of risk.
So if this is all true, why would I choose to make connections at all?
Why would I choose to trust the people around me when there is no guarantee?
It will turn out well.
Naomi gave us the reason why she said in the end, it actually strengthened
us as an organization and as a team, and the research backs this up.
A study by Korn Ferry found that 50% of CEOs report feeling lonely, and 60% of
those leaders believe that loneliness negatively impacts their performance.
And it's not just CEOs.
Gallup has found that employees who have meaningful connections at
work are nearly 70% more engaged.
And studies like this resonate with me because this is me.
I fall hard onto the connection side of leadership because connecting with people
is enjoyable and it's comfortable for me.
So when I hear that connection drives engagement and performance, I think.
Exactly.
This is why I lead the way I do.
And for a long time I believed that was all I needed to be a good leader.
But turns out that is not the case because despite the connection I had with my
team, I was still confronted with people who missed deadlines and didn't follow
through on commitments whose work was not to the standard they were capable
of, all of which negatively impacted our team, the production, and the company.
And instead of addressing it, I'd make excuses for them.
I know they have a ton going on at home, or they're still wrapping their
heads around this whole project, or I'd make excuses for myself.
I should not have to address this with them.
They're adults or this is what having a job means that you get your stuff done.
I remember one production in particular where we were behind schedule.
People weren't executing in the way that we needed, which was having a domino
effect on all the other aspects of the production, and instead of stepping in
to have the needed conversations and clarify expectations, I just kept hoping
that things would work themselves out.
But unsurprisingly.
They did not.
And one day it dawned on me that the cost of me not having these needed
conversations was that the production would fail, and suddenly recognizing
that the end objective, the end result was in jeopardy because of my action.
Or.
Really, my lack of action kicked me into gear because I knew I could do
something to help this situation.
I already had sensed that I needed to have these conversations, but I had avoided
having them because I kept thinking if I have these conversations, I. I'm gonna
lose the relationship, the connection that I do have with these people.
But that was a delusion because avoiding those conversations
wasn't protecting anything.
Not the people, not the project.
It was totally corroding the trust that did exist and our ability to reach
our end goal, our objective, and when I finally had these conversations.
There was relief on both sides because we finally had clarity, clear expectations,
clear ownership, clear understanding of what needed to happen next.
And what surprised me most is that the connection I was so afraid
of losing actually got stronger because our alignment eliminated
our frustrations towards each other.
Things still needed to change and deadlines still needed to be hit.
But now we were talking about that openly instead of operating in silence.
When I was focused only on connection, I thought I was protecting the
relationship I had with my team.
But really I was setting up individuals and our team to fail, and when I
finally had the courage to require excellence and accountability, the
relationships with those people deepened.
So if you're someone who leans heavily into connection like me, those hard
conversations might feel like a threat to your relationships, but they're not.
They're what make those relationships real.
And if you're someone who's great at setting expectations but hesitant to
connect, remember that the accountability you're working to develop will only stick.
If your people know that you're on their side.
Now, back to the question we asked at the top of the show.
How do I build real connection with the people?
I also have to hold accountable.
We know that real connection has risk involved in it.
Naomi's career in the Air Force helped us see this.
Naomi Franchetti: That was my most authentic self when I was in that role
because I knew I could retire so I could.
Be myself without repercussion
McKinlay Otterson: and Carla's career in the corporate world,
well before she was a teacher.
Helps us see this as well.
The
Carla: people I worked with for 20 years didn't know who I was.
They didn't have a clue.
They had no idea who I was, but I thought,
McKinlay Otterson: I have to tell 'em.
It's human to guard ourselves.
It's how we protect against disappointment, rejection, betrayal.
But Carla and Naomi discovered something surprising when they stopped
working so hard to shield themselves from potential and very real harm.
They found meaning and productivity they didn't know was waiting to be
Carla: tapped.
And they stunned me in return by sharing who they really were.
All of us had stuff.
We were human doings, we were actually human beings with heart,
with feelings and pain, and you just can't help but see people differently.
You couldn't pick up the phone Monday and go ask somebody that you knew had personal
issues with suffering at home with different kinds of things without even.
Saying to them, well, how's it going at home?
What's going on?
Okay, let's make this deal happen.
Let's do this and move on.
And that's exactly how fast things changed for all of us.
McKinlay Otterson: It turns out we can't choose between
connection and accountability.
We either have both of them or neither of them.
That's the challenge and the opportunity for us as leaders and just as humans.
And the gift of getting to hear other people's experiences is that
we get to extract the wisdom from them now and the wisdom we learn.
From Naomi and Carla is to skip the 20 year wait.
Take action now, and if you're anything like me, you've had a person or a
situation or maybe even a couple come to mind as you've been listening
along with a sense of something to do.
So the invitation is to take that action, follow through on your sense,
because it's that constant series of action that creates relationships
full of connection and accountability.
Leading Outward is produced by the Arbinger Institute to have a conversation
about how we can equip you to transform your leaders and organization.
Schedule a complimentary strategy session@arbinger.com and whatever came
to mind for you while you were listening, a conversation you've been putting off,
or feedback that needs to be shared action, you need to take, don't wait.
Take that action because.
That's how change starts.