Guardrails Not Approvals
The quest for perfection comes at a cost
A funny thing happens when you set up a solid framework and get out of the way. The result can be 10x better and 100x faster than if you were directly involved. Why?
As leaders, we spend our careers searching for the ideal employees — the functional gurus, strategic thinkers and unwavering executioners who are full of potential, creativity and growth. But too often, we squash that passion and expertise by requiring constant approvals.
And what happens when we review the work? We have opinions, we make changes and the process starts all over again, often delaying the urgent project that we kicked off in the first place.
So why does this happen?
Because we are perfect? Doubtful.
Because the team isn’t capable? Unlikely.
Because we didn’t clearly defined what we wanted? Probably.
If we don’t set clear expectations, why are we surprised when something comes out of left field? For some, this comes from a place of control. For others — fear that too many restrictions will lead to disempowerment.
Imagine what would happen if you gave your team the guardrails for success.
Guardrails do the following:
1. Establish boundaries so people don’t jump off the proverbial cliff, while leaving the freedom to be creative and push the envelope.
2. Work on the judgment muscle by coming back to guardrails from creativity to ask, “Is this in bounds or out of bounds?”
3. Drive ownership and passion for the work (and for you). When people do not need to run everything by you, they can have confidence in putting something out there, saving everyone time and energy.
Perfectionism can stifle creativity. And when you stop to think about it, all that “approval” is opinion based anyways. After all, we are not our customers, so who is to say that you or anyone else is best aligned to choose what might resonate.
I have worked with many brands, from startups to larger entities, which are running fast and furious to get something out the door. More established companies with big budgets might dedicate months to pull this together a brand books, style guide, OKRs, etc. But even the smallest of companies, can take the time to create a Pinterest board of likes and dislikes. It will save hours of tweaking downstream.
It is electrifying to see a piece of work from your team that WOWs an audience. And as a leader, there is nothing better than being impressed and delighted with someone who exceeds your expectations.
In full disclosure, I have examples in my past of not setting guardrails early enough and finding myself in the weeds. It is what you do in that moment that counts. Do you keep on weed whacking, or do you take a step back to reflect on the way you set up the initiative in the first place?
So, before you ask for another round of edits, put the guardrails on paper and give the person another chance. Your team and your time will thank you for it, while the outcome may just exceed what you thought was possible!
Michelle Denogean is the former CMO at Edmunds.com. She is a senior marketing executive, thought leader & practitioner in the world of business strategy, growth marketing, brand communications and digital disruption. Michelle is currently advising and consulting with companies looking to disrupt their respective industries. This post is part of her leadership {playbook}, intended to advise, inspire and mentor leaders at all levels.
Follow Michelle on Twitter: @DenogeanNow
http://michelledenogean.com
