Let’s Share Some Pie
By: Colleen Mcfarland
Tags: Change Management, Organizational Design, Inclusion, Organizational Culture

When you share the work there’s more pie.

Lately, I’ve been thinking a lot about inclusion, and why people exclude others at work.

It has made me think about pie.



I’ve bought many pies over the years, especially when I’m at the grocery store picking up a few things for our dinner. I’ll see a pie and think, “Oh, some pie would be good tonight.”



Without fail, when we eat that store-bought pie, I’m disappointed. It is never as good as I thought it would be. It just doesn’t taste as good as the pies I make for a special occasion, like Thanksgiving.

Those home-made pies never disappoint.



Over the years I’ve enlisted the help of a son, a niece or nephew to make the pies for Thanksgiving. We get up early and do the work together; washing and slicing the apples; letting the apples for one pie marinate in the sugar, cinnamon and lemon juice while we wash and slice the apples for the second pie.

With all that goes into the Thanksgiving feast each year, I sometimes am tempted to skip the pie baking or just “do it myself” because it will be easier or faster.

Lucky for me, I have resisted that temptation. Instead, I’ve been rewarded with shared laughs as we bake the pies. Then when we pass out pie, I get to see the pride my baking partner feels when compliments are given.

Leaders, at work it’s the same, you may think it will be faster and easier to solve a large problem by having a consultant do it for you or just doing it yourself rather than pulling the key stakeholders together to address the issue.

Just remember this: inclusion can be hard, but the rewards are rich and lasting.

· The solution is always bigger and better when those closer to the problem (often more junior employees) come together to own the problem and align on a solution. Sometimes a leader doesn’t want to engage others in solving a problem because they want to be the hero and get all the credit. When this approach is taken, often the solution simply isn’t as far-reaching or as good.

· The benefits are realized sooner when you include your impacted stakeholders upfront and throughout the project. Sometimes a leader doesn’t want to engage specific stakeholders or stakeholder groups in solving a problem because they think it will take longer. The opposite is true. Key stakeholders help you avoid pitfalls and promote the change effort with their teams. This speeds up both team member adoption of the solution and their proficiency with the new way of working.

· You grow leaders when you insist team members collaborate on hard problems. Leaders who require their team members work with stakeholders with different points of view to do the hard work creativity requires, not only get better solutions faster, they get team members who are ready to step into leadership roles.

Great leaders bring people together with different points of view. They role-model and celebrate both the hard work and the rewards of collaboration. They know that building something with others requires a short-term investment of time and moments of discomfort and frustration. But just like that homemade apple pie, that investment will be worth it every time.

Here’s related stories for leaders. Download or order your copy of my book Disconnected for more practical ideas for how to deliver realness, meaning and belonging to your youngest workers. Visit my book website for more information.