Get on the Bus!

“If you have the right people on the bus, the problem of how to motivate and manage people largely goes away.” - Jim Collins

During a recent Proteus leadership program, the group found themselves deep in discussion, dissecting what could only be described as… the classic 'nightmare employee' management scenario.

As the group brainstormed, analysed and explored every possible path, they finally arrived at a truth as clear as it was uncomfortable: 'I’m sorry, but it’s time to get them off the bus!

As a self-professed leadership geek, I still find Jim Collins’ book Good to Great an absolute classic, a must-read for any leader.

If you work for a 'Boomer boss,’ then there's a good chance they were schooled in the principles of Good to Great, which speaks to something profoundly necessary in building successful teams and thriving cultures.

We need to attract and engage our people, lead with empathy and challenge our teams in order to achieve high-performance outcomes.

Yet, Collins reminds us that true leadership includes making tough calls - courageously setting standards and when needed, making those 'off the bus' decisions.

"Get the right people on the bus, the wrong people off the bus, and the right people in the right seats."

Here’s the thing: Collins emphasises that we must be “Rigorous, not Ruthless.”

Being ruthless is allowing underperforming (or poorly behaved) individuals to linger for months or even years, until a manager finally 'loses it' and then wants them dismissed on the spot.

Rigour means caring enough to place people in roles where they can thrive! And equally, to make the call when they’re not.

It’s also about understanding (that sometimes), a great person is simply in the wrong seat. As leaders, it’s our responsibility to address that.

The good news is that when you have the 'Right Person, Wrong Seat' conversation, two things can happen. Firstly, the team member exits gracefully, or together you identify a new seat where they can truly transform and thrive.

Interestingly, more contemporary voices are now echoing this same message, adding new layers to the Collins’ foundational wisdom:

• Kim Scott, author of Radical Candor, advocates that leaders must do two things simultaneously: 'Care Personally' while 'Challenging Directly.' It’s not enough to simply ‘be nice’; and you certainly want to avoid what she calls ‘obnoxious aggression.’
• Susan Scott, author of Fierce Conversations, reminds us that avoiding crucial conversations only delays inevitable challenges, allowing unresolved issues to fester and become toxic in the future.
• Patty McCord former Chief Talent Officer at Netflix, “found that giving people freedom and responsibility worked only if we called out bad behaviour early - ignoring it was the enemy of a high-performing culture."

While this message is a call for leaders to take ownership by embracing the ‘bus’ analogy, by making those tough decisions for the good of the team and the clients… this is also a call out to every staff member!

Are you fully on the bus, or merely along for the ride? Are you actively contributing to the greater good of your team and clients, or simply clocking in - whilst being disengaged, indifferent and at best, being mediocre?

What are you waiting for? There’s no perfect leader. No perfect workplace. No ideal conditions, or flawless timing. There is only now.

If there is any hesitation, then ask yourself: What would it take for you to truly commit, to being the best employee that a leader could wish for?

Find your seat, embrace the journey and make it great!

Wishing you a wonderful week of finding your place on the bus.

Richard Dore
CEO - Director of Partnerships
Proteus Leadership