How Men Can Move from the “Man of Steel” to a “Man of Teal”
For a long time, many men in leadership positions have tried to be like Superman.
We’ve been drawn to qualities of his that are pretty cool. The man of steel is strong, confident, virtually invincible and able to save the day all by himself.
But in the flatter, faster, fairness-focused world that’s taking shape today, we need a new model for how men lead in organizations.
One that moves from trying to be the “man of steel” to becoming “men of teal.”
The color teal is associated with a theory of human and organizational evolution. Key features of teal consciousness include emotional authenticity, a preference for collaboration over competition and sharing power with others.
When men try to be Superman, they can fall into the trap of negative features of traditional masculinity. Traits like stoicism, hyper-competitiveness and domination.
A traditional male approach to leadership runs counter to what’s called for in organizations today. Consider these three factors:
- Collaboration and persuasion are proving to be more productive than displays of dominance.
- The accelerating pace of business makes old-school chains of command too slow to keep up with decentralized networks of trusted, connected colleagues.
- Finally, the data show that vulnerability and empathy are more effective than ruthlessness, phony claims of strength, and emotional unavailability.
The key to successful teams at Google and other companies is “psychological safety” — creating an environment where people feel free to share their ideas and be themselves.
In other words, caring, rather than scaring, produces the best results today.
A few years ago, my colleagues and I at research and advisory firm Great Place to Work studied effective innovation. We learned that computer chip maker Nvidia, grocery store chain Wegmans and other organizations racing ahead in terms of inventions and agility act more like a flock of birds or school of fish than a rigid pyramid of management layers with a boss at the top.
What these studies and other evidence point to is that traditional masculinity no longer works well at work.
In effect, by trying to be the man of steel, a man can wind up rigid, cold and isolated in a world calling for flexibility, warmth and connection.
Thankfully, role models for becoming a “man of teal” are emerging. You see them in the business and sports world. Take Steve Kerr, head coach of the super-successful Golden State Warriors basketball team — which won 4 championships over an 8-year period.
Kerr has introduced a set of team values that runs counter to the narrative of dominating or bullying opponents. “Competitiveness” is one of Kerr’s four principles, but the other three are “joy,” “compassion,” and “mindfulness.”
Here are three key steps for becoming a “man of teal” at work:
- Be real about your feelings. Emotional intelligence and vulnerability can go a long ways toward inspiring teammates and improving your own personal wellbeing. When you are authentic, it creates psychological safety and leads to better performance.
- Tame your ego and competitive instincts. Rather than trying to best peers within your organization and crush the external competition, focus on helping teammates thrive and on accomplishing your company’s highest purpose. Amazing things are possible when you find your self-worth at a deeper place than just coming in first place.
- Go from “power over” to “power with.” Google’s former head of people operations Laszlo Bock suggests trusting others to the point of discomfort. Flatten your organization and distribute decision-making for greater speed and innovation. When your team becomes more like a flock of birds–where any team member can lead in a promising new direction–its performance will soar.
If you do these things, you’ll not only become a “man of teal.” You’ll improve your results and relationships at work.
And it will feel super.
