Why it's important to balance business and your employees’ psychological needs.
To be sure, there are some legitimate reasons to move closer, like when leaders want to ground their judgment in first-hand experience or signal support by showing up on the frontlines. But they must remember that the point of moving closer is to motivate, energize, and support; not control, disengage, or sow doubt. A balanced approach is “touch and go,” engaging with teams on the issues they face, but also not taking the weight off their shoulders and onto your own.
To address this, leaders should examine the psychological traps they tend to fall into when economic times get tough. One common one is that people think they have less time than they actually do, so they come up with imaginary and self-imposed deadlines. “We need a solution by the end of the month” may create urgency, but if the better solution is another few months away, imaginary deadlines can sacrifice value in exchange for the illusion of speed.
A balanced approach is to create a deliberate delay between ideas, decisions, and actions. Think of it as impulse control by design: Create structures and processes where you allow others to vet and question your plans. You don’t have time or patience for endless bureaucracy, so design these processes to be fast and informal. Sometimes they can be as short as a quick phone call where you spell out what you want to do and test the immediate reaction of someone you trust.
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