By / Natalie Bruckner
“What’s the number one trait of a great leader?” Stephane McShane, director of Maxim Consulting Group, asks. “They will end a sentence with a question mark, rather than a period. I’m not saying every sentence is a question, because as a leader you do have to solve issues, but you have to consider whether you have asked enough questions to understand the concern from the person sitting across the table from you. Are you listening just to respond, or are you actively listening?”
In today’s fast-paced and ever-changing business landscape, great leadership has become more crucial than ever before. A business’s success, as well as the success of its labor/management partnership, can largely depend on its leaders’ effectiveness. They must be able to resolve conflicts, attract and retain talented employees, and drive business growth through scaling up. And yet, McShane, who has worked with hundreds of construction-related firms, says leadership is a trait that doesn’t come naturally to the more seasoned generation in the sheet metal industry.
“For those of us who have been in the industry for decades, we were brought up with a dictatorship model,” she says. “You were told what to do and you did it. Collaboration was not a thing. It was a case of, ‘Do it because I said so’. Let’s be honest, the dictatorship model never worked, but it was all we knew. We have had to relearn what leadership looks like, and I think the younger leaders stepping up are helping us swing that pendulum back the other way,” McShane explains.
Effective leadership might be a critical component of success in any organization, but not everyone is born with natural leadership skills. According to McShane, the good news is that anyone can learn to be an effective leader with the right mindset and approach. However, there is one condition: the person must be willing to put in the effort and commit to ongoing self-improvement. “While some personality types tend to have an easier time stepping into that leadership role, anyone can learn … as long as they are willing.”
McShane explains that while some personality types may find it easier to step into a leadership role, it’s what motivates people that can determine their success in this area. A servant leader, who is motivated by helping others succeed, is more likely to develop into a great leader. An egocentric leader may need to leave their ego at the door in order to develop their leadership skills. The key is for the person to be self-aware and willing to listen to feedback and guidance.
While some can develop great leadership skills with the right training and guidance, others may struggle to acquire these skills, even with coaching and practice. “I had a young man who wanted a promotion,” McShane says. “Technically, he was extremely solid, but his people skills were horrible. He wanted a promotion that would put him in charge of people. We gave him some coaching and had three newer employees report to him over an 18-month period. After six months, two of the trainees quit and one didn’t progress much at all. So, what does that say? If you can’t be effective with three people, you can’t be put in charge of more. That was a very difficult lesson for this individual, but he needed that ego check to understand where the issues lie.”
This example underscores the importance of recognizing and addressing skill gaps in a timely manner. While it’s possible for people to develop their leadership skills over time, it’s important to acknowledge that not everyone may be suited for an advanced leadership position.
It is a misconception that leadership skills are only beneficial to those in managerial positions; however, learning how to lead well is important at every level of an organization—whether a foreperson, apprentice, or rank and file Local member or employee.
“Everyone benefits from leadership training,” McShane says. “It can help individuals develop key skills, such as communication, problem-solving, and conflict resolution, which are essential for success both in and out of the workplace.
“The problem is training on the soft skills part of the construction industry was laughed at years ago,” she adds. “The idea of playing nicely in the sandbox was just a big joke. In the sheet metal industry, we still spend the lion’s share of our training time on hard skills, but by doing this we are missing part of the picture. Leadership training is something that you can easily adapt into your everyday life. It’s a powerful skill and essential when you are in the business of people, and that’s what the sheet metal industry is.”
Effective communication and leadership skills can also be critical in repairing strained labor-management relationships and achieving overall industry success. Experience shows even the most contentious negotiations can turn around when both sides feel heard and are willing to work together.
McShane describes an example involving a contractor who experienced a particularly difficult negotiation with their Local. “That person reached out for advice on how to communicate better and align themselves with their Local,” she says. “We organized a joint strategic planning session with labor and management and asked both groups to come up with 10 points that they needed to accomplish in that negotiation. When they went into that negotiation, they had a foundational understanding of where the industry was going and what needed to change. By communicating they had established trust and the negotiation was a success.”
While leadership training can be powerful, McShane cautions that it’s not a quick fix for addressing all leadership issues within an organization. It’s important to consider the person delivering the training, as employees are more likely to respond well to someone they respect.
“Otherwise, you are setting up for failure,” McShane says. “I’m a really big fan of creating subject matter experts within companies. We need to have leadership people in place at all different levels of an organization who can help develop people, who can continually live that, show it, and mentor it. That is what will have a bigger impact in the long run.” ▪
Through Maxim Consulting, Stephane McShane provides industry-specific leadership training for labor and management organizations. Reach out to Stephane at stephane.mcshane@maximconsulting.com to take advantage of offerings in supervisory training.
This article was reprinted with permission from the March/April issue of Partners in Progress. Read full issues at pinp.org
