Stop Pushing, Start Pulling (Push/Pull Leadership)

Implementing an ISO Management System often comes with the misconception that everyone in the organization should instantly embrace and support the changes. Many believe that they can simply 'make' people appreciate the value of quality and force them to comply with new processes. This approach, however, can lead to frustration and resistance. One of my students recently shared their struggles with trying to impose these changes on both their colleagues and top management. Here’s their email: 

Hi Jackie, 

I hope this email finds you well. I'm reaching out because I'm feeling incredibly frustrated with the implementation of our Quality Management System (QMS). I truly believe in the benefits of having a robust QMS, and I'm eager to get it up and running smoothly. However, I'm facing a major roadblock: getting the rest of the team, including top management, to engage and support the initiative. 

I’ve been trying to communicate the importance of the QMS and how it will benefit the entire organization, but it seems like no one else is as excited or motivated as I am. Some of my colleagues are outright resistant, while others are simply indifferent. Even members of the top management team are pushing back, saying things like, "We’ve always done it this way," and "We don’t have time for this right now." 

I’ve been trying to enforce the new processes, thinking that if I can just make them see the value, they will come around. But my efforts to push both the workforce and the management team are only met with more resistance. It’s creating a tense atmosphere, and I’m starting to worry that this negativity will undermine the entire project. 

What can I do to make them see the value of the QMS and get them on board? How can I make them do what needs to be done without causing more friction and resistance? Any advice you could give would be greatly appreciated. 

Thank you, 

Tom 

Push and Pull Leadership 

In alignment with the frustrations expressed by my student, it's important to understand the balance between push and pull leadership styles. According to the Harvard Business Review article, To Get Results, the Best Leaders Both Push and Pull Their Teams, effective leaders know when to take charge and when to step back, allowing their team to take the initiative. This balanced approach fosters an environment where team members feel supported rather than forced. The article highlights that leaders who master this balance can drive higher engagement and better performance. Instead of shoving quality initiatives down people’s throats, it’s more beneficial to gently guide and support them on the journey, ensuring they understand and value the changes being implemented. This method not only reduces resistance but also builds a stronger, more cohesive team committed to the success of the ISO Management System. 

The Push and Pull Leadership Model 

Understanding the balance between push and pull leadership styles is crucial for effectively implementing an ISO Management System. The following model illustrates how different leadership approaches can be balanced to foster a supportive and engaged team. 

How the Elements of the Push and Pull Leadership Model Work Together 

Push: 

• Clear Directions: Leaders provide specific instructions and expectations. This approach ensures clarity and reduces ambiguity, which is essential during the initial stages of implementing new processes or systems. 

• Control: Maintaining oversight and control helps ensure compliance and consistency. This element is important when there are critical standards or procedures that must be followed exactly. 

Risk: Over-reliance on push methods like clear directions and control can stifle creativity, discourage independent thinking, and lead to micromanagement. This can demotivate employees and reduce their sense of ownership and engagement. 

Pull: 

• Inspiring: Leaders motivate their team by sharing a compelling vision and encouraging them to find their own ways to achieve goals. This fosters creativity and ownership among team members. 

• Guidance: Offering advice and support without micromanaging. This approach builds trust and encourages team members to develop their skills and take on more responsibility. 

Risk: Over-reliance on pull methods like inspiring and guidance can lead to a lack of direction and consistency. Team members might feel unsupported in making critical decisions, potentially causing confusion and inefficiency. 

Support: 

• Assistance: Providing the necessary resources and help to team members to ensure they can complete their tasks effectively. This includes training, tools, and any other support they need to succeed. 

• Oversight: Maintaining a level of supervision to ensure tasks are being completed correctly while still allowing some autonomy. This helps in balancing control with freedom, ensuring quality without stifling initiative. 

Risk: Excessive focus on support can create dependency, where team members rely too much on guidance and resources. This can inhibit their ability to work independently and develop problem-solving skills. 

Empowerment: 

• Authority: Giving team members the power to make decisions within their scope of work. This builds confidence and ownership, encouraging them to take initiative and innovate. 

• Confidence: Ensuring that team members feel confident in their roles and responsibilities by providing clear expectations and supportive feedback. This helps them to take risks and learn from their experiences. 

Risk: Overemphasis on empowerment can lead to a lack of coordination and control, where team members may make decisions that are not aligned with organizational goals. This can result in inconsistencies and conflicts. 

By understanding and balancing these elements, leaders can create an environment that not only drives compliance and performance but also fosters innovation and engagement. Instead of forcing changes, this balanced approach helps in bringing the team along on the journey, ensuring that everyone is committed to the success of an ISO Management System. 

Next Steps to Implement Balanced Leadership 

1. Assess Your Current Leadership Style: 

Take the quiz provided to understand whether you lean more towards push, pull, or a balanced approach. Reflect on your leadership practices and identify areas where you may need to adjust your methods to better support and empower your team. 

Foster an environment of open dialogue with your team. Encourage feedback and actively listen to their concerns and suggestions. This will help you understand their perspectives and create a more inclusive and supportive workplace. 

Avoid overwhelming your team with sudden, drastic changes. Instead, introduce new processes and systems gradually. Provide clear directions and support while empowering your team to take ownership of their roles. This balanced approach will help in gaining their commitment and ensuring the successful implementation of your Quality Management System. 

By taking these steps, you can create a more effective and harmonious leadership approach that drives both conformance and innovation within your organization.