How to handle Managers Talk the Talk vs Walk the Walk?: A Disconnect Between Words and Action
We have all been there. The manager who preaches about work-life balance but is glued to their email after hours. The leader who champions transparency but keeps key decisions under wraps. This frustrating phenomenon, where managers’ “talk the talk” but fail to “walk the walk,” is surprisingly common, and its consequences can be far-reaching.
I am not saying every time everyone can be perfect, but there is a big difference between talk the talk vs walk the walk.
The Data Speaks Volumes (talk the talk vs walk the walk)
- 63% of employees say their leadership doesn’t follow through on promises (Gallup, 2023). This disconnect leads to disengagement, decreased trust, and higher turnover.
- A 2022 study by McKinsey found that only 30% of companies feel agile, despite 70% acknowledging its importance. This gap often stems from a leadership that preaches agility but clings to outdated practices.
- 70% of employees have ideas for innovation, but only 40% feel empowered to share them (BCG, 2022). Managers who don’t embody the values they preach create a culture where valuable ideas get stifled.
So, why do managers fall into this trap?
Here are some key reasons:
- Lack of self-awareness: Managers may not realize the discrepancy between their words and actions. Regular feedback and 360-degree assessments can help bridge this gap.
- Fear of vulnerability: Admitting mistakes or limitations can be challenging, but it fosters trust and authenticity. Encouraging open communication and psychological safety is crucial.
- Competing priorities: The pressure to deliver results can lead to shortcuts and compromises. Setting clear priorities and delegating effectively can help managers stay focused on embodying their values.
- Unconscious bias: Implicit biases can influence how managers treat different employees, leading to inconsistencies in their behavior. Training and awareness programs can help address these biases.
How Managers Can Bridge the Gap
- Lead by example: Actions speak louder than words. Be mindful of your behavior and ensure it aligns with the values you promote.
- Communicate openly and honestly: Be upfront about challenges and setbacks. Explain your decisions and be receptive to feedback.
- Empower your team: Trust your team members and give them the autonomy to make decisions. Encourage them to hold you accountable for your actions. (dont just say)
- Recognize and reward desired behaviors: Celebrate employees who embody the company’s values and hold themselves accountable.
- Seek continuous improvement: Regularly reflect on your leadership style and identify areas for growth. Be open to feedback and coaching.
Building a culture of trust and engagement starts with managers who walk the walk, not just talk the talk. Bridging the gap between words and actions, leaders can create a workplace where employees feel valued, empowered, and inspired to do their best work.
Change takes time and effort. But by committing to these principles, managers can create a more positive and productive work environment for everyone.
References:
- Gallup: https://www.gallup.com/topic/employee-engagement.aspx
- McKinsey: https://www.mckinsey.com/mgi/overview
- BCG: https://www.bcg.com/about/overview
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