Leaders: Are There Consequences to Being Too Flexible?

Leaders: Are There Consequences to Being Too Flexible?

I hate managing people. Probably most people do. In my ideal world everyone knows what they have to do, they do it on time, without being reminded, and we all co-exist as a happy, independent – but also bonded – self-directed, motivated working family. Not so hard, right?

Well, it’s a tad hard actually.

Everyone has different skillsets, different brains, and different methodologies. Moreover, not everyone possesses a self-directed, entrepreneurial brain, despite the push these days to cultivate the intrapreneur. There will always be people who need specific direction and those that don’t, and neither is better than the other.

In a typical week I meet with my team to discuss agendas and ideas, then we break for the week, and then re-group the following week. I’m less concerned about adhering to a specific schedule or traditional workday than I am about giving people the freedom to work according to their individual style.

What I didn’t foresee when I started my leadership consulting business though is that:

too much flexibility and independence can set a low bar if not paired with strong accountability.

I’ve had my share of horrible bosses; I didn’t want to repeat their mistakes and bad behavior. I vowed to create a space where people could work and thrive independently.

Everyone was free to work according to their own schedule but when tasks and projects weren’t completed I allowed for further flexibility and understanding, which didn’t yield the desired results. I found myself repeatedly asking for work week after week that I wasn’t getting.

The following are some lessons I learned about how flexibility, understanding, and accountability work with – and against – each other.

Related: How to Remain Intact When Sh*t Hits The Fan

1. Be specific about what you want so you get what you want.

It doesn’t make someone weak if they need specific directives. Have an initial conversation to uncover what kind of work style the person has (particularly in remote working situations) and what they expect from you. Maybe run an assessment on them so you get a glimpse into their personality. What you want to avoid is having this conversation repeatedly:

You: This isn’t what I wanted, this is what I wanted.

Employee: Oh I didn’t hear you say that.

You: I thought it was a given.

Was it a given? Or do you need to…

2. Manage your own expectations.

Not everyone is going to think like you. They may have the intrapreneurial gene but that doesn’t mean they will fill in the blanks for everything that needs to be done to carry the business forward. Develop awareness of your own expectations and of your employees’ abilities. Don’t expect someone with an “employee” mindset to be the best independent worker capable of doing what you haven’t outlined. On that note…

3. Don’t expect people to care as much as you do.

Even your hardest-working, most devout employee will never care about the company quite the same was as you. It’s not their baby, they don’t feel the day-to-day pressure that comes with owning and operating a business, and ultimately they can always leave if they want. This is a good starting point so you can…

4. Recognize everyone has strengths and weaknesses (including you) but don’t let them off the hook for their weaknesses.

People will favor their “strong arm” naturally but ignoring your weak arm causes injury to the rest of your body, so to speak. You owe it to your employees to challenge them to work on their weaknesses and hold them accountable for their development. If you allow them to only do what they’re good at, you will only give them certain projects, they’ll only expect to get specific projects, and you’ll end up doing work you probably should have delegated, which will build resentment, which is why you need to make it known that…

5. Flexibility is earned.

If they your people don’t do what they said they would, then they’ve lost their flexibility. They will feel the jarring brunt of that loss when they incur more attention on themselves and find they are being managed to a degree they hadn’t been beforehand. Or you may find it necessary to implement harsher consequences.

Netflix has been praised for having the ideal company culture under the umbrella of “freedom and responsibility.” You get all the vacation you want, you can expense without approval, they don’t have yearly performance reviews, you’re paid well, and you have the freedom to work and innovate without being bogged down by process. They take the high road and treat everyone as adults and as such they expect you to act and work like one.

They have a strong accountability in place: you’re expected to work at a high level or you might be asked to leave. Another way to phrase all this is…

6. The High Road i.e. “Don’t make me manage you.”

If everyone does what’s expected of them, then ultimately there’s no need for a “manager” per se. “Managers” exist when people can’t be trusted. They are carry-overs from the old guard when employees were considered “guilty until proven innocent.” If you set the expectations, are specific about what you want, and understand the work mentalities of your employees, then you state that your policy is the “high road” policy, where as long as expectations are met then flexibility is there for the taking. And if you find that you are not holding people accountable, then…

7. Self-analyze.

Ask yourself some hard questions:

Are you not being direct because you want people to like you?

Are you afraid to manage people?

Do you expect everyone to be entrepreneurs?

Do you in fact know what you want or were you hoping your employees would figure it out for you?

And when they didn’t figure it out did you then realize the onus is still on you to figure it out and now it’s one more thing you have to do?

And now you hate yourself and everyone else and you need go on a coffee run?

It’s ok, you can still…

8. Right the ship.

Start implementing continuous feedback and accountability. Create deadlines and don’t let people off the hook. A lot of pressure rests on the boss – and company – to build the perfect workplace culture, but it’s a two-way street: employees are also responsible for earning the flexibility and understanding. This is especially hard in remote situations, but make it a mantra that “accountability comes before flexibility.”

Create a working relationship where feedback is open and welcome; this is the only way you set the bar higher.

Dr. Nicole Lipkin
Human Behavior
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Dr. Nicole Lipkin is an internationally recognized leadership expert, speaker, and the author of the two popular business books What Keeps Leaders Up At Night: Recognizing and ... Click for full bio

China's Push Toward Excellence Delivers a Global Robotics Investment Opportunity

China's Push Toward Excellence Delivers a Global Robotics Investment Opportunity

Written by: Jeremie Capron

China is on a mission to change its reputation from a manufacturer of cheap, mass-produced goods to a world leader in high quality manufacturing. If that surprises you, you’re not the only one.


For decades, China has been synonymous with the word cheap. But times are changing, and much of that change is reliant on the adoption of robotics, automation, and artificial intelligence, or RAAI (pronounced “ray”). For investors, this shift is driving a major opportunity to capture growth and returns rooted in China’s rapidly increasing demand for RAAI technologies.

You may have heard of ‘Made in China 2025,’ the strategy announced in 2015 by the central government aimed at remaking its industrial sector into a global leader in high-technology products and advanced manufacturing techniques. Unlike some public relations announcements, this one is much more than just a marketing tagline. Heavily subsidized by the Chinese government, the program is focused on generating major investments in automated manufacturing processes, also referred to as Industry 4.0 technologies, in an effort to drive a massive transformation across every sector of manufacturing. The program aims to overhaul the infrastructure of China’s manufacturing industry by not only driving down costs, but also—and perhaps most importantly—by improving the quality of everything it manufactures, from textiles to automobiles to electronic components.

Already, China has become what is arguably the most exciting robotics market in the world. The numbers speak for themselves. In 2016 alone, more than 87,000 robots were sold in the country, representing a year-over-year increase of 27%, according to the International Federation of Robotics. Last month’s World Robot Conference 2017 in Beijing brought together nearly 300 artificial intelligence (AI) specialists and representatives of over 150 robotics enterprises, making it one of the world’s largest robotics-focused conference in the world to date. That’s quite a transition for a country that wasn’t even on the map in the area of robotics only a decade ago.

As impressive as that may be, what’s even more exciting for anyone with an eye on the robotics industry is the fact that this growth represents only a tiny fraction of the potential for robotics penetration across China’s manufacturing facilities—and for investors in the companies that are delivering or are poised to deliver on the promise of RAAI-driven manufacturing advancements.

Despite its commitment to leverage the power of robotics, automation and AI to meet its aggressive ‘Made in China 2025’ goals, at the moment China has only 1 robot in place for every 250 manufacturing workers. Compare that to countries like Germany and Japan, where manufacturers utilize an average of one robot for every 30 human workers. Even if China were simply trying to catch up to other countries’ use of robotics, those numbers would signal immense near-term growth. But China is on a mission to do much more than achieve the status quo. The result? According to a recent report by the International Federation of Robotics (IFR), in 2019 as much as 40% of the worldwide market volume of industrial robots could be sold in China alone.

To understand how the country can support such grand growth, just take a look at where and why robotics is being applied today. While the automotive sector has historically been the largest buyer of robots, China’s strategy reaches far and wide to include a wide variety of future-oriented manufacturing processes and industries.

Related: Smooth Tomorrow's Market Volatility With a Smart Approach to Robotics & AI

Electronics is a key example. In fact, the electrical and electronics industry surpassed the automotive industry as the top buyer of robotics in 2016, with sales up 75% to almost 30,000 units. Assemblers such as Foxconn rely on thousands of workers to assemble today’s new iPhones. Until recently, the assembly of these highly delicate components required a level of human dexterity that robots simply could not match, as well as human vision to help ensure accuracy and quality. But recent advancements in robotics are changing all that. Industrial robots already have the ability to handle many of the miniature components in today’s smart phones. Very soon, these robots are expected to have the skills to bolster the human workforce, significantly increasing manufacturing capacity. Newer, more dexterous industrial robots are expected to significantly reduce human error during the assembly process of even the most fragile components, including the recently announced OLED (organic light-emitting diode) screens that Samsung and Apple introduced on their latest mobile devices including the iPhone X. Advancements in computer vision are transforming how critical quality checks are performed on these and many other electronic devices. All of these innovations are coming together at just the right time for a country that is striving to create the world’s most advanced manufacturing climate.

Clearly, China’s trajectory in the area of RAAI is in hyper drive. For investors who are seeking a tool to leverage this opportunity in an intelligent and perhaps unexpected way, the ROBO Global Robotics & Automation Index may help. The ROBO Index already offers a vast exposure to China’s potential growth due to the depth and breadth of the robotics and automation supply chain. As China continues to improve its manufacturing processes to meet its 2025 initiative, every supplier across China’s far-reaching supply chains will benefit. Wherever they are located, suppliers of RAAI-related components—reduction gears, sensors, linear motion systems, controllers, and so much more—are bracing for spikes in demand as China pushes to turn its dream into a reality.

Today, around 13% of the revenues generated by the ROBO Global Index members are driven by China’s investments in robotics and automation. Tomorrow? It’s hard to say. But one thing is for certain: China’s commitment to improving the quality and cost-efficiency of its manufacturing facilities is showing no signs of slowing down—and its reliance on robotics, automation, and artificial intelligence is vital to its success.

Want all the details? Download the ROBO Global Investment Report - Summer Brings Best ROBO Earnings in Six Years or visit us here.

ROBO Global
Robotics and AI
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ROBO Global LLC is the creator of the ROBO Global® Robotics and Automation Index series, which provides comprehensive, transparent and diversified benchmarks representing the ... Click for full bio