Image credit: AndreyPopov
I have run a number of improv groups and teams over my life, and I have enjoyed all those experiences.
Like all leadership experiences though, they had their ups and downs.
Looking back on those experiences, I can honestly say there was a common denominator to almost all the “down” times:
Having to deal with a “yes, but” person.
Don’t get me wrong - I am not saying I always needed people to agree with me!
I am talking about the person who always started from a place of “yes, but.” Whose negative energy shifted the room the moment they walked in. The one everyone else needed to wait and see what mood they were in before they spoke or acted.
Not much fun.
A “yes, but” person can make a leader’s life much harder. They can hurt a team’s culture. And they can be the reason you lose valuable, productive, and great people.
Note that I am not saying you have to fire those people! Even a person with a sharp, critical, “yes, but” mind can be valuable in the proper context and at the proper time.
But they do need to be handled properly, before they cause long-term damage.
Make no mistake; you must address the “yes, butters,” whether through formal training (like a “yes, and” workshop), a direct conversation, or a shift in their responsibilities.
If you don’t, then you can count on having more “downs” than “ups” on your leadership journey.
If you would like help in getting your leaders to champion change or inspiring your teams to embrace it, let me know!