The Platinum Rule for Leaders
Lead others the way they want to be led
The golden rule tells us to treat others the way we want to be treated. There is a lot of wisdom in the statement, but the platinum rule takes it a step further. Treat others the way they want to be treated. It’s a subtle but significant difference.
Following the golden rule as a leader is good. Following the Platinum Rule is even better.
Leading others the way you like to be led is a default position for most people. If you prefer communication via email, chances are, that’s the way you’ll communicate with your team. If you like a quiet workspace, you’ll most likely create those types of spaces in your office. If you are a high achiever with lofty ambitions, you’ll push your team to work with a similar drive.
Leading this way isn’t bad, but there is a better way.
The Platinum Rule for leaders is grounded in the reality that different people have different strengths and preferences. Some of the people on your team are introverts while some of them are extroverts. Some of them prefer face-to-face communication and others might do better with an email. Some of them have a steep growth trajectory and are always looking for the next challenge. Others are completely content to do an outstanding job within a predictable routine.
Getting the best work out of different types of people and helping those people get the most fulfillment out of their work requires leading them differently. This is the Platinum Rule. Lead your team the way each person wants to be led.
Knowing your team is the first step
You can’t lead to individual preferences if you don’t know those preferences. Implementing the Platinum Rule to lead your team more effectively starts with getting to know the people on your team. Take notes if need be so you can remember.
Here are some important questions to answer as you have these conversations:
- What is their preferred method of communication? Is it email, phone call, texting, or face-to-face?
- Is this person more extroverted or introverted?
- Does this person thrive with new challenges or prefer a predictable routine?
- What strengths does this person bring to the organization?
Preferred Communication
Communicating with a person within her preferred method sets your team up for success. I personally prefer email because it’s easier for me to keep track of important messages. Some members of my team prefer text messages. I know that if I want the best out of them, I need to communicate to their preferences. For those team members, I put my own preference aside in order to help them succeed. Choosing to send a text instead of an email might seem like a small detail, but over time, it can make a big difference.
Introvert or Extrovert
Introverts and extroverts thrive in very different situations. If you have a noisy, open office space, your introverts are going to struggle to focus and thrive. If you don’t already, consider giving them the option to work remotely for part of the week. During meetings, introverts aren’t as likely to speak up, yet they often have deep insights. Make an effort to specifically ask for their input, and be OK with a minute of silence while they formulate their thoughts.
On the flip side of this, your extroverts need some intentional care too. If you primarily work remotely, those extroverts might struggle to feel connected. Create ways for them to connect with their co-workers, even if that happens digitally. It could be a Slack channel devoted to off-topic conversations or an intentional 5–10 minute period at the beginning of meetings just spent catching up with each other.
Rock star or solid rock
Kim Scott, the author of Radical Candor, talks about two personality types you’ll find on your team: rock stars and solid rocks. Rock stars have a steep growth trajectory. They want new challenges and opportunities to push themselves to greater heights. Solid rocks, on the other hand, prefer a predictable routine. They get satisfaction out of doing quality work over and over again.
If you have rock stars on your team, keep them engaged by giving them new projects and tasks that will stretch their limits. Let them experiment with fresh ideas. This person appreciates promotions with increased responsibilities more than solid rocks do.
If you have solid rocks on your team, keep them happy by keeping their routine consistent. This person likes to figure out how to do her job well, and then keep doing that job for a long period of time. Promotions are not generally the way to appreciate this type of person. Reward and recognize them for a job well done, and then let them keep doing that job.
Focus on their strengths more than their weaknesses
You likely asked your team about their strengths and weaknesses when you hired them. When was the last time you considered those, though? The annual review is a great time to revisit these.
Too many review processes focus on improving weaknesses to the level of strengths. This is a losing battle. You will get a significantly higher return on your investment if you focus on further developing someone’s strengths.
Think about your own skills and deficiencies. Are you more engaged when refining certain skills or trying to overcome a weakness? Closing the gap on a person’s weaknesses is like pulling teeth. It’s a lot of pain and effort and no one is having fun.
If someone has a weakness that is getting in the way of doing his job, try to find a way to get that to an acceptable level. You might even consider shifting that particular responsibility to someone else. Then, spend the most time and effort on improving his strengths.
When you let your team work from their strengths, everyone is happier and the end result is better.
Your mindset is more important than a list of questions
This list of questions is just the beginning. If you want to be a Platinum Leader, your mindset is more important. Platinum Leaders are consistently thinking more about their teams than about themselves.
Instead of thinking about how you can succeed, focus on how you can help your team succeed. Instead of making yourself comfortable, make your team comfortable. Your own happiness at work is important, but how happy are the people who work for you?
Platinum Leaders succeed when their teams succeed. Leading others the way they want to be led is the first step toward making that happen.
