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  • Rukiya Robinson

Train Them, Not me

"TRAIN THEM, NOT ME"


You would be surprised at how many different variations we have heard of this statement from leaders that think their teams are dysfunctional or have problems that persist within their organization.


Any successful “team effort” include the efforts of the leader and is modeled by the leader.


Thus the “Train them, not me” mindset can be offensive, rub people the wrong way, does not embrace “we are a team”, and “we are in this together” and will eventually erode the morale, poositive energy, and positivity of a team.


As a result, resistance rises to any directive coming from that leader including team professsionaal development training and skills development.


Leaders with the “train them, not me” mindset and approach are contributors to unpleasant employee experiences that include but are not limited to:


  • Inability to handle difficult people situations

  • Difficulty in making favorable business decisions

  • Inability to bring people together and on one accord

  • Inability to establish cohesion and connection

  • Inability to empower and motivate their team

  • Inability to establish trust

  • Employee turnover

  • Dissatisfied and disgruntled employees


 

Here are a few ways this can change in a way that contributes to positive experiences within the organization:


  1. Leaders can change their perspective around professional development and who should receive it.

  2. Leaders must be willing to lead by example and get professional development and training. Highly skilled, high-capacity, highly educated, and high-net-worth individuals retain high-level coaches, consultants, and advisors.

  3. Leaders must take a proactive approach to leadership development through leadership coaching or leadership skills training vs. taking a reactive approach to leadership development by responding to toxic leadership behaviors significantly mitigates risks in the organization.

  4. Understand that having a high IQ, being super smart, and having technical strengths doesn’t equate to being a great leader. While those skills are important, they don’t replace a leader’s people skills and interpersonal relations ability.


 

Leaders aren’t above reproach. Those that believe that they are, create risk in their organizations that include, eventually and unfortunately losing great people.


You can’t “train them”, exclude yourself (the leader) and bring your direct reports or employees back into an environment that isn’t equipped to support them.


 

The most effective and impactful leaders are but not limited to:


  1. Proactive in their professional development

  2. Not led by ego and entitlement

  3. care about their impact on others

  4. Care about the experiences they create

  5. Understand that being an equipped leader and cultivating a strong team has mutual benefits

  6. Are self-aware and versatile in their leadership ability to adapt and respond appropriately to situations

  7. Are intentional about their leadership success


Teams that are developed together achieve great results together. This includes leaders.


If your organization has experienced some of what you have read above and you want to chat more about becoming a leader or developing impactful, effective leaders that people trust and want to follow, Contact e2s Strategies today.



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