When Fair is Mediocre
Treating everyone the same when they aren’t the same isn’t fair it’s mediocrity. It’s not fair – it’s dumb – to treat a thirty year old the same as a three year old.
Fair or Mediocre:
A newly formed team decided to take turns running their meetings. It sounds fair but does it lead to mediocrity?
At this stage of team formation – newly formed – this decision:
- Breaks the stereotype of “the” leader running meetings. The problem with meetings is bosses run them.
- Reflects a sense of control. They didn’t ask permission to find their own way of working together.
- Aligns with their preferred style. The team consists of younger people who are more comfortable with collaboration and less at ease with hierarchy.
- Shares the workload.
At some point, does fair become mediocre? Taking turns suggests:
- Everyone is equally skilled at facilitating meetings.
- Everyone is equally motivated to lead meetings.
- Novelty has advantages over consistency.
When fair ignores skill and motivation:
- Feelings rather than competence drive organizations.
- Motivated people lose motivation.
- Skills are underutilized.
It’s not fair that those who are less skilled and motivated are treated the same as those who are more skilled and motivated.
This team consistently evaluates their development. They say, “We’re learning that ….” I believe this team’s “try and evaluate” approach takes them far.
Meeting facilitation can be learned by almost anyone. On the other hand, is it logical to believe that some will emerge as more skilled and motivated at leading meetings?
What do you think about taking turns?
How is excellence achieved in collaborative environments?