Always Use the Indirect Approach

You can't change people.

Well maybe you can, but you can't change them directly.

This is a problem because enacting positive change through people is how we lead and build high-performing teams.

Leaders influence people

The hurdle is that people are resistant to change, especially if they are being dictated by another person. If you try to force change down someone's throat, they won't comply and they'll remember what you tried to do. Your attempt at influence failed.

What should you do instead?

Use the Indirect Approach

The indirect approach is a strategy to maneuver around the defenses of others. You don't attack the problem head-on, you make suggestions that inch them towards the solution you want.

• Instead of saying, "This is how I want you to complete this project," say, "What do you think we need to do to get over the finish line?" Then go with the option that's closest to yours.
• Instead of saying, "Let me show you a better way to do that," say, "Can you show me what you did and why you chose do to it that way? I want to learn your approach."
• Instead of saying, "I'll show you how to make your writing more clear," continually write clear, concise messages yourself so they see what good writing looks like.

It may take longer to reach our goal when we use the indirect approach but there's a higher probability we will actually influence the actions of our team.

Don't attack a heavily armed position.

Accomplish your mission indirectly.

"Leadership, in most cases, should be subtle...The best leaders usually led not by orders but by suggestion." —Jocko Willink (178, 180)

References

Willink, Jocko. 2019. Leadership Strategy and Tactics: Field Manual. St. Martin's Press