Denise Brouillette

When you've got to get something done, and you don't have a lot of time in which to accomplish it, do you tend to lead with PUSH -- the just-get-it-done style? Or are you more likely to lead with PULL, the get-them-to-want-to-do-it approach? Either can work, depending on your intended outcome -- are you looking for straightforward compliance or engaged involvement?  

The 2 Styles in Action 

You've just been told by your boss, Eric, that you and your project team have one week to clean up the Xline project and get the finished report in his hands so that he can deliver it to the SVP for the senior exec staff meeting next Wednesday. You've been designated by Eric to lead the effort, and the people working with you on this are your peers.

PUSH Style. You tell everyone they need to drop everything and get to the conference room for an emergency meeting where you say, “I've just found out that we've got one week to get the Xline project cleaned up and the report done and in the execs' hands. Eric asked me to lead this effort so I need every available hand on it now. We can't fail.” 

Two of your peers say that they're already up to their teeth in priority projects and can't spare 10 minutes, let alone a week. The other three colleagues moan and groan for a bit, but then say they'll see what they can do about making time. No one is happy. 

You're wondering why it is they can't see the importance of this and why they don't quickly drop everything to get it done. You decide to push harder to get the two perceived slackers and the other three “maybes” on board by saying, “Look, I've got plenty on my plate too, but I've had to put everything aside for this. Given what we've got to deliver on, you should do the same.” 

With the Push style, you know what you want, when you want it, and from whom. You don't dance around the situation, but simply come right out with it using mostly “I” statements. This style is directive; you expect everyone to see the importance of the situation and get right on it. You're likely more the Push style if more often than not you...

• Ask straight out for what you want.
• Tell others what you expect from them to get the goal met.
• Continue to go for the outcome you seek, even when you face resistance.
• Rely on the logic of the circumstances alone to support your argument.
• Set proposed options aside to keep your focus on the end goal as you see it.

PULL Style.  You call the group together by saying, “I've just been told some news by Eric that's going to affect us all. And he's asked me to call us together right away to figure out how we can deliver for him. I bet you're as curious about this as I was..." Here you nod your head and wait while each of them nods in agreement. You continue, "So why don't I tell you all right here, or better yet, in the conference room where we can have some privacy, and see if we can come up with a plan for making this work for us and for Eric.” One or more of your colleagues say, “Yeah, let's go to the conference room.” You've got their curiosity up; no one will want to miss what you have to say.

Once there you say, “Eric just found out from the SVP that we've got one week to get the Xline project cleaned up, with the report done and in the execs' hands for next Wednesday's executive staff meeting. It seems they're about to make decisions on the next phase of this project -- which is definitely going to affect all of us..." Time for another nod, which is reciprocated. You continue, "And they need everything we can give them. I know I've got a ton on my plate that I'm going to have to move off, and I know all of you do too. But what do you think we can do to make sure we deliver on this?”

Two of your peers say that they're already up to their teeth in priority projects and can't spare 10 minutes, let alone a week. The other three colleagues moan and groan for a bit, but then say they'll see what they can do about making time. No one is happy.

You shake your head along with them and agree. “I know. None of us is happy. But this sure is our chance to be the heroes here. So, how do you think we can make this happen?”

With the Pull Style, you know what the end result needs to be. You know what you want and skillfully put the situation before the group to get their input on how to make it happen using mostly “we” statements. This style is collaborative; you engage everyone to get to the end result. You're likely more inclined toward the Pull style if what you do more often is...

• State what the end goal is.
• Ask for others' involvement.
• Listen to concerns, and selectively share your own.
• Ask questions that help people break through their own barriers.
• Emphasize the shared goals and likely outcome from a collaborative effort.

Which is better? It depends on your audience. Including a mix of both styles in your repertoire is best. Choose the right style, for the right audience, at the right time. Remember that different people prefer different approaches from their leadership.