Many training companies begin with a book. A thought leader, a researcher, someone with passion and dedication takes their energy and writes a book. They focus on dysfunctional teams, leadership principles or driving sales performance. So far, so good.
Empathy has been a hot topic. Wherever you go in the learning space—from preschool to the boardroom—teachers and leaders are stressing the importance of empathy. The growing number of millennials in the workforce have changed the emotional make up of our corporate world. They are, rightfully, pushing for greater authenticity, meaning, and transparency from the companies they work with. This renewed focus on empathy, however, falls short of its optimistic intentions.
I met with a newly minted leader and long-time colleague, who is both highly collaborative and highly engaging. He cares about his people in a visceral way. I congratulated him on his promotion while warning him that there was the potential for him to fail due to a blind spot in his approach. I stated that he may fail the eat the oatmeal or like the oatmeal challenge.
One of the biggest challenges leaders face is transforming a group into a team. A group is a collection of individuals who work separately to achieve an outcome. They typically don’t share a meaningful purpose or collective work product.