Breaking Reactive Leadership Habits with hubley

Leadership training is big money.  An that’s because with great power comes great responsibility (shout out to Uncle Ben over at Marvel!). A common theme is reactive leadership–specifically cutting it out.

Reactive leadership is an umbrella for lots of issues, from making key decisions in a vacuum to “fire fighting” (but really causing emergencies). Many of us fall into the reactive leadership trap of responding to the thing that seems the highest priority but really isn’t. It’s a time sink and efficiency buster. And that is one of the reasons we created the hubley Knowledge Center!

Our Knowledge Center consolidates information that your team needs. For example:

Where can I find…

Who manages the…

How do I submit…

Do these ring bells? Frequently asked questions are real, and they are sometimes the cause of reactive leadership. If you answer it once, you answer it 10 times. It takes you off task. It’s frustrating. It’s reactive. Now think about the multiplier of all leaders across your enterprise doing the same thing. As leadership struggles go, this one is easy to resolve.

What is the hubley Knowledge Center?

Knowledge Center in hubley is your intranet database for storing all of the time-sucky frequently asked questions and answers.

The knowledge center can be configured to handle common human resource-related questions or, on the department level, to organize training resources and links. As with all things hubley, the Knowledge Center is beautifully branded and can be leveraged to meet your specific organizational needs.

Wait–how exactly will this help put aside all of my organization’s bad reactionary leadership habits? I’m glad you asked–allow us to explain.

Forbes breaks reactionary leaders into three basic categories, here. And here’s a summary of how hubley’s Knowledge Center empowers reactive leaders to become proactive leaders:

Controllers

Controllers are generally perfectionists who become overwhelmed when handing off tasks, due to the fear that things won’t be done ‘well enough.’ It is super hard for controllers to learn to trust their workforce. Employees tend to react to this mistrust either by becoming docile and dependent or becoming rebellious and disruptive. Both of these reactions AND the leadership that creates them can be catastrophic for the organization.

The hubley knowledge center allows Controllers to break their team’s dependency, while satisfying their need to control the process. Controllers can create documentation, drop it into the knowledge center, and step away. The answer to the “How do You” question becomes, “Check the Knowledge Center.” Employees feel empowered and trusted. Over time, the leader learns to trust their team and steps back to focus on revolutionizing the process, rather than spending all the hours micro-managing it.

Protectors

Protectors are focused on ‘being right.’ They’re usually super invested in the organization but not as much invested in the teams they lead. Protectors are often seen as ‘closed minded’ and serve as bottle necks for progress. Employees tend to feel ‘unheard’ or ‘small’ under protective leadership. Protective leadership creates a “no me importa” (“I don’t Care”) work culture. This is basically the opposite of employee engagement. “I don’t Care” culture increases the cost of quality and directly impacts customer satisfaction.

Protectors are valuable leaders because they have a lot of institutional knowledge and are excellent analyzers. An easy way for protectors to create some trust between themselves and their team members while showing off all their fancy wisdom is to put lessons learned in the Knowledge Center. Employees gain confidence from the autonomy of seeking out the answers they need, and protectors feel comfort in knowing they are the right answers. It’s a baby step away–but an important one!–from control freak tendencies.

Pleasers

Pleasers are great cultural leaders but are generally too passive-aggressive to set standards or gather metrics. These leaders will meet all the needs of the team before considering the needs of the organization. We don’t even have to explain to you why this one is bad, do we? lol

hubley Knowledge Center quickly fixes this by acting as an accountability tool. Pleasers can continue to please their team but also refer to information in the Knowledge Center as ‘minimum standard,’ or the least acceptable requirements for the enterprise.

Knowledge Center for the Win

Neither leaders nor their teams want to live in a reactionary workplace. Can we all agree reactive < proactive? Implement this one simple solution as your first step in reactive time-suck.

Interested to learn more? Visit our homepage to schedule a free demo and check out hubley’s Knowledge Center in real-time!

~M and A