Episode 370 - Leadership Lessons from an Unexpected Source

AttractionPros Podcast

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Leadership lessons can come from anywhere. Recently, Josh took an online course unrelated to the attractions industry - or business leadership at all - yet there were multiple lightbulbs that went off related to leading a team, and specifically when it comes to onboarding and training new-hires. Lessons ranged from maintaining a consistent leadership approach to reframing training sessions to foster a learning environment for team members, as well as allowing team members to make mistakes in low-stakes settings. In this episode, Matt and Josh discuss nine leadership lessons from an unlikely source.

1. Is It Training or Learning?

"Is it the team member going through training or is it the team member who is now learning how to do this skill?"

The distinction between training and learning is critical. Training often refers to what the instructor does, while learning is focused on the participant. By reframing the experience as learning, leaders can shift their perspective to better support the growth and understanding of the individual. The emphasis should be on how the trainee absorbs and applies the information, not just on delivering the content.

2. The Three C's of Leadership: Commitment, Consistency, and Keeping It Cool

“Keep it cool... those learning moments happen when the team member is not demonstrating immediate proficiency."

Effective leadership, especially in training, requires commitment, consistency, and a calm demeanor. Leaders need to stay focused on the process without getting distracted by other responsibilities. Consistency ensures that each new team member receives the same level of instruction. Finally, keeping cool in the face of setbacks or slow progress is essential for maintaining a positive learning environment and encouraging growth.

3. Incentives and Rewards Don’t Reinforce the Behavior

"The team member starts doing it for the incentive, not because it’s their job."

Relying on external rewards like incentives may undermine intrinsic motivation. When employees perform tasks just for rewards, they miss out on internalizing the desired behavior. It's better to introduce incentives as surprises for achieving results, rather than making them the primary goal. This approach ensures that team members are motivated to perform well because of their own drive, not just for rewards.

4. If Something is Second Nature to You, Reset Your Frame of Reference

"I completely deconstructed the process... and determined what needs to be done to do this."

Leaders who are experts in a task may find it difficult to teach it to others because they forget what it’s like to learn it for the first time. By breaking the task down into smaller, more understandable components, they can help trainees understand it better. This approach encourages empathy in leadership, ensuring that new employees are given the tools they need to truly master their roles, even when the leader has long mastered the task.

5. Stay Neutral with Positive Performance

"Be neutral with it... you let them know how great of a job that is without adding too much pressure."

Celebrating positive performance can unintentionally put pressure on team members to maintain that high level of work, which may lead to anxiety or burnout. Instead of overly exuberant praise, leaders should adopt a more neutral tone, acknowledging good work without making it overwhelming. This prevents the individual from feeling pressured to consistently outperform and allows for steady, sustainable improvement.

6. Stay Neutral with Negative Performance

"Redirect instead of punish... taking the emotion out of it and making it very straightforward."

Similarly, leaders should handle negative performance without punishing employees emotionally. Constructive feedback that is calm and clear helps to redirect behaviors without creating a negative atmosphere. By maintaining neutrality, the leader ensures that team members are focused on correcting their mistakes and improving rather than fearing harsh consequences.

7. Let Them Make Mistakes in Low-Stakes Environments

"I will let you lead your tour into a broom closet... I’m going to let you make those mistakes."

Allowing team members to make small mistakes in a controlled, low-stakes environment provides them with valuable learning experiences. In the example of a VIP tour guide training, the trainer allowed small errors but was ready to step in before major problems occurred. This method encourages hands-on learning and helps build confidence, as employees learn from their mistakes without facing significant repercussions.

8. The Best Punishment for Poor Performance is the Natural Consequence of Their Actions

"Talk about how it impacts their paycheck... how does it impact that individual directly."

Rather than relying on formal disciplinary actions, natural consequences are often the best way for team members to understand the impact of their poor performance. For example, consistently arriving late may lead to lost wages, which hits closer to home than formal reprimands. This approach emphasizes accountability and helps employees see how their actions directly affect their work and outcomes.

9. Training and Learning is Ongoing

"Training and learning is ongoing... it is not one-and-done."

Learning is a continuous process, not something that is completed in a single session. Even after initial training, team members should be encouraged to refine their skills and improve over time. Leaders need to reinforce positive behaviors while continuing to coach through challenges, creating an environment of ongoing growth rather than a finish line mentality in learning.

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• Audio and Video editing by Abby Giganan

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