In the world of sports, a coach who skates around the rink, only briefly stopping by the bench to interact with their players, is unlikely to inspire confidence or achieve success. Yet, in the business world, this type of leadership is all too common. I call it "Drive-by Leadership." It's a style of management where leaders fail to engage with their team members on a meaningful level, instead opting for brief, superficial interactions that lack substance and depth.

Imagine a hockey coach who only stops by the bench to yell out plays or criticize mistakes, but never takes the time to teach, guide, or motivate their players. The players might be talented, but without proper coaching, they'll never reach their full potential. Similarly, in the business world, Drive-by Leaders might have talented team members, but without proper guidance and support, they'll never achieve their goals.

As a result of Drive-by Leadership, teams often suffer from low morale, high turnover rates, and poor performance. It's a toxic leadership style that can have far-reaching consequences for organizations, including decreased productivity, reduced innovation, and a damaged reputation.

But it doesn't have to be this way. By adopting a more intentional and engaged leadership style, managers can build trust, foster collaboration, and drive results. In this post, we'll explore the dangers of Drive-by Leadership and the benefits of sitting on the bench with your team.

What is a Drive-by Leader?:

A Drive-by Leader is a manager who fails to engage with their team on a meaningful level. They might be physically present, but they're not emotionally or intellectually invested in their team members' success. Here are some common characteristics of Drive-by Leaders:

  • They don't ask questions or seek feedback from their team members.
  • They don't provide regular, constructive feedback or coaching.
  • They don't take an interest in their team members' career development or goals.
  • They don't empower their team members to make decisions or take ownership of projects.
  • They don't lead by example, and they don't model the behaviors they expect from their team.

Example: A manager who only provides feedback during annual performance reviews, but never takes the time to provide regular coaching or guidance. They might be too busy or distracted to care about their team members' growth and development.

Why Do Managers Become Drive-by Leaders?:

We all know that leadership is about inspiring and motivating your team. But how can you do that if you don't spend sufficient time with the team to get to know them? To get to know their strengths and weaknesses, their goals and objectives, their challenges? Without this understanding, you can't possibly steer them in the right direction.

But why do managers become Drive-by Leaders in the first place? Here are some possible reasons:

  • Overwhelming workload: Managers may be tasked with an unmanageable workload, leaving them little time or energy to devote to their team.
  • Lack of training or development: Managers may not have received adequate training or development in leadership skills, making it difficult for them to know how to effectively engage with their team.
  • Fear of vulnerability: Managers may be hesitant to show vulnerability or weakness, fearing that it will undermine their authority or credibility with their team.
  • Pressure to meet targets: Managers may be under intense pressure to meet targets or deadlines, leading them to focus solely on results rather than people.

Example: I know a manager who was promoted to a leadership role without any training or development. They were thrown into the deep end and struggled to keep up with their workload, let alone provide guidance and support to their team. As a result, they became a Drive-by Leader, focusing only on getting tasks done rather than developing their team members.

The Consequences of Drive-by Leadership:

When managers adopt Drive-by Leadership behaviors, it can have far-reaching and devastating consequences for their team and organization. Here are some of the common consequences:

  • Low morale and engagement: Team members feel undervalued, unheard, and unimportant, leading to low morale and engagement.
  • High turnover rates: Talented team members leave the organization in search of better leadership and opportunities.
  • Poor performance: Without guidance and support, team members struggle to meet their goals and objectives, leading to poor performance and missed targets.
  • Lack of trust and respect: Team members lose trust and respect for their manager, making it difficult to build a positive and productive working relationship.
  • Increased stress and burnout: Team members may experience increased stress and burnout as they try to navigate the lack of guidance and support.

Example: I worked on a team where the manager was a Drive-by Leader. As a result, morale was low, and turnover was high. We felt like we were just a bunch of individuals working on our own projects, rather than a cohesive team working towards a common goal. It was a really toxic environment, and I was relieved when I finally left.

The Power of Sitting on the Bench:

So, what's the alternative to Drive-by Leadership? It's a leadership style that I call "Sitting on the Bench." It's a style of leadership that's focused on building relationships, trust, and rapport with team members. It's about taking the time to understand their strengths, weaknesses, goals, and challenges. It's about providing guidance, support, and feedback to help them grow and develop.

When leaders sit on the bench with their team, they're able to build a strong, cohesive unit that's capable of achieving great things. They're able to create a positive, productive work environment that's characterized by trust, respect, and open communication.

Example: I had a manager who would regularly sit down with me to discuss my projects, provide feedback, and ask about my goals and aspirations. It felt like they really cared about my success and were invested in my development. As a result, I was more engaged, motivated, and productive.

Practical Tips for Leaders:

So, how can leaders avoid becoming Drive-by Leaders and instead adopt a more effective, bench-sitting leadership style? Here are some practical tips:

  • Schedule regular one-on-one meetings with team members to discuss their projects, provide feedback, and ask about their goals and aspirations.
  • Take the time to understand team members' strengths, weaknesses, goals, and challenges.
  • Provide regular, constructive feedback and coaching to help team members grow and develop.
  • Empower team members to make decisions and take ownership of projects.
  • Lead by example and model the behaviors you expect from your team.

Example: One practical tip for leaders is to schedule regular "office hours" where team members can drop by and discuss their projects, ask questions, or seek feedback. This can help to build trust and rapport, and provide team members with the guidance and support they need to succeed.

Drive-by Leadership is a toxic leadership style that can have far-reaching consequences for teams and organizations. By adopting a more intentional, bench-sitting leadership style, leaders can build trust, foster collaboration, and drive results. It's not about being perfect, but about being present and invested in your team's success.

Remember, leadership is about inspiring and motivating your team to achieve great things. It's about taking the time to understand their strengths, weaknesses, goals, and challenges. It's about providing guidance, support, and feedback to help them grow and develop.

So, the next time you're tempted to adopt a Drive-by Leadership style, remember the power of sitting on the bench with your team. Take the time to build relationships, trust, and rapport with your team members. You never know what amazing things you might achieve together.

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