Leaders Need to Play Show and Tell

Did you ever play Show and Tell when you were in elementary school? It wasn’t a game in the traditional sense, but more like story-time or a group activity to help the whole class learn more about the presenter.

The premise of Show and Tell is a student brings something from home to show the class and tells why it’s important to them, or what it represents about them as a person. I remember looking forward to Show and Tell days with great excitement!

My favorite was in 6^th grade, when Simon Mattar’s uncle showed us his tricked-out 1950’s era ambulance that had been converted into an all-purpose rescue vehicle. This thing was so cool that you could change a flat tire on the vehicle while it was driving down the road! That’s the day Simon Mattar became a legend at Avondale Elementary. I gained a whole new appreciation for who Simon was and what his family was about after that experience.

I think our workplaces would be more productive, humane, and empowering if more leaders played Show and Tell. Not in the same way we did as kids in elementary school, but in our everyday words and actions. Here’s a good place to start:

Show

Competence –

Too often people stop focusing on their personal learning and development once they reach a leadership position. I would argue the opposite needs to occur—that’s when you need to ramp up your education. Showing your team that you prioritize ongoing education sends the message they should do the same. It’s important to not just stay up to speed on the technical aspects of your team’s work, but also on general leadership and management practices. Being a manager or leader is a mindset and skill set unto itself, and the best leaders are lifelong learners.

Integrity –

Integrity is about walking the talk. It’s about actions aligning with words—and when you’re a leader, your team members are watching your every move. The best leaders show they are worthy of their teammates' trust. They do that by being honest, keeping confidences, and not playing favorites. At the end of the day, leaders are known by their integrity, and sadly, the lack thereof.

Care and Concern –

It’s cliché but it’s true: people don’t care how much you know until they know how much you care. Expressing care and concern for others is one of the quickest and easiest ways to earn trust and respect. Start by building rapport, which is simply finding common ground with another person. You can also express care by getting to know your team members as people who have lives outside of work. What are their interests? Hobbies? Kids’ activities?

Dependability –

Leaders show they are dependable by following through on commitments. They are responsive to team members, respect their time, and are punctual for meetings (yes, showing up on time is still important!). Conversely, not being reliable erodes trust with others and shows you can’t be depended on when it counts.

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People they’re doing a good job –

How many of you are sick and tired of all the praise you receive from your boss? Nobody? I didn’t think so. The truth is that most people are starved for a little bit of recognition from their boss. Take time to verbalize your thanks and appreciation for the good work your team produces.

How to do better –

Yes, you heard that right; tell people how they can do better (and show them how). A good coach is always encouraging his team members to improve their skills. Why do professional athletes still have coaches? It’s because they know that no matter how good they are, they can still get better. Withholding constructive criticism from a team member does them a disservice. People can’t improve if they don’t receive timely and accurate coaching.

The whole story –

Too many leaders are selective storytellers—they only tell people what they want them to know. In the absence of information, people make up their own version of the truth. It’s the leader’s duty to share as much information as ethically appropriate, then trust their people to act correctly. People without information cannot act responsibly. People with information are compelled to act responsibly.

About yourself –

Leaders who share information about themselves, particularly their vulnerabilities, garner immensely more respect and trust from their team than leaders who don’t. It’s a false notion that leaders must keep business and personal lives separate. Today’s employee wants to have a genuine and authentic experience at work. They want to know they are valued and appreciated as individuals, not just workers showing up to do a job. Leaders must model that level of authenticity if they hope to attract and retain the best talent.

Show and Tell in today’s workplace isn’t quite the same as it was back in elementary school, but the outcomes are similar. It results in helping people to know each other better, foster team cohesiveness, and develop a greater appreciation and understanding of their teammates. Those sound like worthy goals for any organization.