Many years ago I took a course in Situational Leadership. It was very helpful in adjusting my view of my workforce. More a broadening really than an adjusting. It proved to be a good management tool for determining the needs of my human resources. Though, in my eyes, it was more focused on managing workers, it did allow me to see just how ludicrous it is to pick a style of “leadership” and feel content to just play that role. Leaders are on a trek and have to assign duties that move the troops forward at the most efficient pace regardless of where they fall on the social and job maturity curve. This means determining what your resources are and how best to use them to achieve that goal.
I have a couple of favorite analogies that I use to categorize my workforce resources. You can’t overlook your managerial responsibilities to provide training resources for the growth and improvement of individual team members but as a leader you have an objective to reach. This requires you to apply your resources effectively.
I’ll share one analogy that starts with a barn of horses. Different horses have different traits and perform different kinds of work. I tend to use just a few examples for my analogy: Thoroughbred race horses, cow ponies, plow horses, unbroken studs, horses ready for pasture, and horses ready for the glue factory. Knowing who is what in your workforce can help you manage your expectations and possibly prevent you from assigning the wrong person to the wrong job.
I’ll give you my take on each category but keep in mind it’s only an analogy and nobody will fit perfectly. Also, you shouldn’t take an analogy too seriously because it’s not reality. I’ll start with my favorite type of horse/worker and work down from there.
Cow Pony. Typically, a good cow pony works hard all day. Most of the time the rider’s along for the ride and only provides a minimal amount of direction. This horse is versatile and is good at many tasks whether keeping the herd together on a long drive or cutting out calves for branding. They can work long hours, run fast when needed, and need very little personal attention. They are the ones I’m always glad to have onboard.
Plow Horse. Another hard working group but they need someone at the reins providing direction and encouragement. They excel at one or two functions but beyond that their effectiveness drops off sharply. Given the right job they will serve you well and provide things others would be hard pressed to accomplish. They aren’t as fast at their work but they give a strong overall performance.
Thoroughbred Race Horse. I use this or the Quarter Horse because they’re both fast and strong. They’re also very high maintenance. You can give them a special assignment or project and watch them run with it. It’s a thing of beauty. However, one small pothole in the track and they can be useless until the leg heals. They have to have a jockey to keep them on the right track, hold them back when necessary, and spur them on at times. To me they’re usually more trouble than they’re worth but we don’t always have the luxury of picking all the players on the team.
Unbroken stud. Lots of potential but it will take lots of time, attention, and patience before any real work gets accomplished. Again, we don’t always get to pick. With this worker you have to start documenting any performance issues right off. I tend to lean on the Performance Improvement Plan type documents rather than the 3 strikes approach. Remember, there is potential but with that potential there is also unpredictability, and danger.
Pasture Ready. This is the worker who’s counting down to retirement. Gobs of knowledge and no motivation. I have tried hitching this one to a plow with another plow horse but with limited success. If they have a good attitude you can let them around the others and it’s fine. If they’re cranky you have to find a task/job that limits their contact with the rest of your team. The cranky ones tend to nip and kick any nearby horse.
Glue Factory Ready. Document, document, document. You cannot afford not to document. You may have to pretend to use the Performance Improvement model but make sure you’re counting the strikes on paper. You don’t want the count to go above three. Their presence in your workplace can only be disruptive so if the maintenance department is looking for a volunteer door stop...send them.
My favored view of cow ponies may come from the fact that they fit my preferred leadership style so well. It could also be that my view is prejudiced by an experience from my youth. Growing up, my big sister had a little cow pony (must’ve had half a dozen brands on his backside). He stood only about 14 hands and my parents never worried when she was riding old Sox. She rode him in horse shows and even in gymkhana events. He was easygoing and cooperative but competitive and liked to run. As small and old as he was he did not cotton to being behind another horse in a race. I remember running side by side, my sister would let me ride him, against a horse a couple hands bigger and several years younger and Sox was holding his own. On the other hand, we could load him up with three or four of our little cousins and give them rides around the yard.
I know it’s simplistic but I use this sort of approach when I’m reading resumes and interviewing potential employees. I don’t want a race horse to plow with, it doesn’t matter if the resume says he can do it. A good cow pony though can probably plow okay and is extremely valuable in so many other ways...just my opinion.
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