Boomerang Team Members

image: https://pixabay.com/photos/butterfly-red-flowers-pollination-7862893/

As a sports fan I hate it when a favorite team member leaves the team. I do remember when an athlete would spend an entire career with one team. They felt like part of the family. Their bright moments seemed to shine in our memories like common threads of a larger family. Today that is rare. Players come and go often before we get to know them or appreciate their gifts.

It feels the same in the working world. People come and go and we never hear from them again. The knowledge they acquired is gone from the team. The spirit they stirred is mixed up with forgotten signals from the past.

But, have you ever had a team member leave and then return?

It's high risk of course. They do not return as the same person they were before they left. There are new bruises, new scars, and even new skills we hadn't seen from them before.

One of the risks is that in returning they soon realize why it was that they left in the first place. It's even possible that things did not get better, and so they seem worse. What do you do with that except leave again?

But sometimes the fit is better. Sometimes that team member returns fresh and alive and experienced and, yes, even grateful to be back. When that happens everybody wins -- orientation and training time is reduced, cultural norms are easier to follow, inside jokes return to form.

When team members can leave and return growth and wisdom increase.

Is that worth the risk? That's up to you...

-- doug smith

Action Plan:

Think about a former team member who had been a productive member of your team. Would you take them back if they were interested in rejoining your team?

What would you say to them about your team today?

Comments

Speak Your Mind

I like people who speak their mind, people who say what they're thinking with radical honesty. You can learn a lot that way, especially when you disagree. Not everyone will appreciate radical honesty. They want you to hide the ugly truths. They want you to sugar-coat the feedback. That's why even when telling your truth without filters feels right (and it does) we still need to ready for reactions to that truth. Disagreement takes many forms. Some forms of disagreement are healthy, and some are not. You've no doubt experienced both. Speak your mind but remember that it will likely generate a response. -- doug smith

The Problem With Compromises

Think about the last time you compromised on something. Whether it was a big compromise or a little compromise, how do you feel about it now? While we often call it "meet in the middle" it seldom does. Compromises are not automatically fair, no matter how implied that fairness is. Someone usually gets more out of a compromise than the person they are "compromising" with. If the low end is you, you don't like it -- and you remember that. If the top end of the compromise is you, you probably forget all about it even though the inequity simmers in the background. Compromises must be constantly revisited because they are inevitably unfair. If you get the chance to balance things out, your relationship will prosper. If you miss that chance, the relationship will suffer. What's your choice? -- doug smith

Show Up!

"You've got to be there. Big decisions are being made!" my former boss told me a long time ago. "If your voice is in the room you might be heard..." It was good advice then and it still is. Show up. When there's a goal you're working on and an opportunity appears to advance that goal -- show up. When changes are being made that will affect you -- show up! When it matters to you -- show up. You won't always get what you want by showing up, but you never will if you don't! -- doug smith

Can I Ask Too Many Questions?

Have you ever been really interrogated? Have you ever been asked so many questions that it felt aggressive and intrusive, like an inquisition? There are times when it feels like we've had enough questioning. That could be a valid conclusion, or it could be a sign to open our minds and expand our perspective. Leaders must ask questions. We must ask open-ended, probing, curious questions. The truth could be in the fifteenth answer instead of the first. Keep asking. Respectfully ask, of course. And, then keep asking. Can I ask too many questions? What's your answer? -- doug smith

Dream...and then get to work

It's good to have dreams. It's where most goals begin, with a meaningful dream. Picturing yourself succeeding is a great technique (used in neurolinguistic programming, NLP and elsewhere). It's not enough, though. If you think you can just conjure up success by dreaming about it or manifesting it, good luck. Take it a step (or twenty) farther than that. Do the work. Dream all you want -- and then, get to work. -- doug smith

Customers Are Funny

Have you ever had a customer need something that seemed unreasonable? "You should pay for the whole thing!" or "You should give me a free gizmo, too!" or "I want a letter of apology from the president!" I've gotten all of those requests. Customers don't always want what they ask for. They can be unreasonable. But, we still need to do our best to figure out HOW we can actually help them. Surprisingly, that is sometimes easier than meeting their demands. Maybe they need a boost to their self-esteem. Maybe they need to vent until their adrenaline tapers off. Or maybe they need to know that they matter and that there are still kind people out there who will listen. People like you and me. The most immediately useful way to help a customer may be completely unrelated to your business. Let's listen. Patiently, compassionately, attentively. It could be the best experience they get all day. -- doug smith

Unconditional Giving

Is giving easy for you, or do you find it hard? Do you serve gladly, or with resentment? Do you give conditionally, or unconditionally? What if we are made whole by giving ourselves away? That just might change a lot of answers... -- doug smith

Ask The Questions

"The primary role of a leader is to ask relevant questions." -- Lester T. Shapiro It takes practice. It takes patience. It could even take persistence. Ask the questions. To help people think. To seek understanding. To empathize, emphasize, and connect. Every unasked question leaves room for assumptions. You know what they say about assumptions. Ask the questions. -- doug smith

Are You A Leader?

It's not such an easy question. Having people who report to you doesn't make you a leader and not having people report to you does not prevent you from being a leader. Leaders get things done thru other people. Or, better still, with other people. Leaders feel compelled to make life better for others and for themselves, by building, by changing, by serving. Are you a leader? What leadership action are you working on today? -- doug smith

Turn That Feedback Upside Down

Is feedback painful? Do you hate both giving AND receiving feedback? Most people, in my experience, tend to avoid feedback because there is pain and even emotional trauma attached. Critical feedback hurts. Positive feedback, when it comes at all, isn't always enough to counter the trauma of the critical feedback. We do need critical feedback. We need to be able to benefit from observations and experiences to improve our performance going forward. As leaders, we have a responsibility to provide our team members with both support and challenge. Feedback should be part of that challenge. But it's not really "feedback" unless it's flipped upside down. On my Fender amplifier, if I play my guitar too loud and too close to the speaker the sound feeds-back. I like that sound (it reminds me of Jimi Hendrix) but many people don't and it certainly would not fit in most worship services or orchestra pits. The feedback is essentially telling me to turn it down. But I don...

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