We all struggle with it: We want to be fair to all of our teams, but there are simply some teams we enjoy working with more than others. Some teams are working on projects that will elevate our professional areas of expertise and interest, while others are not. Some teams are succeeding more than failing, while others are not, and some teams are simply fun to work with, while others are not. This aspect of leadership is real. It’s common, it’s pervasive, and it’s a challenge for leaders. It’s also something we can’t ignore because our favoritism is creating chaos for every one of our teams.
Our favoritism is creating chaos for every one of our teams.
For some, showing favoritism is a twisted motivational technique. It’s meant to spur competition. It does. It spikes competition and performance, but it doesn’t build teams.
Showing favoritism is a twisted motivational technique.
For most however, our favoritism is unintentional. We don’t mean to show favoritism or create schisms within the company, but our words and actions hurt some while they build up others. We may say things such as, “I can’t believe you guys don’t know this yet,” “Everyone else has figured this out,” or “My background and heart are really with the XY team.” Though not intended to divide, phrases like these demoralize teams and divide organizations.
When we intentionally or unintentionally show favoritism for a team or teams, it’s pretty obvious that the ‘non-favorites’ will know they are not favored and they’ll be negatively affected. They’ll feel devalued. They’ll be deflated, and their morale will drop. They’ll feel ‘less than’ and question whether they even have a future with the team or organization. Unsurprisingly, our overt or subtle favoritism will demoralize the ‘non-favored’ team and negatively impact their performance. When they need our support, we’ve cut them down.
Ironically, when we intentionally or unintentionally show favoritism, the ‘favorites’ also know and they are also negatively affected.
Ironically, when we show favoritism, the ‘favorites’ also know and they are also negatively affected. Sure, they’ll feel special, highly valued, and supported. However, the problem comes into play when these feelings turn into behaviors and comments of superiority over others. Now your words and actions intended to uplift and support, instead create divisions and chaos. The ‘non-favorites’ now not only hear negative comments from you, they also hear them from other teams. Your support of the ‘favorites’ has spurred them to become a tight knit team who believe they’re better than others. As a result, they don’t want to be slowed down by others. So, now they’re not as willing to collaborate, share information, or work across the organization as they used to be. Your attempts to motivate some while continuing to elevate others has backfired. Your favoritism has created chaos.
Your attempts to motivate some while continuing to elevate others has backfired. Your favoritism has created chaos.
If you have widening divisions among your teams, assess whether or not you or other leaders are unintentionally creating chaos through favoritism.
Copyright MMXXIV – Liz Weber, CMC, CSP – Weber Business Services, LLC – www.WBSLLC.com +1.717.597.8890
Liz Weber is an advisor to boards of directors, business owners, and C-Suite leaders. She’s a leadership, strategic and succession planning consultant, speaker, and author. She helps her clients focus on the right things at the right times to get the right impact. Learn more about Liz on LinkedIn!