Let's ban the phrase. Instead of writing, "Sorry for the delay," say, "Thank you for your patience." You can even elaborate, if appropriate, to include why you were delayed in responding: "Thank you for your patience while I gathered the information required to provide you with clear next steps."This one small change will enhance your perception as a competent, confident leader.
"3 Phrases Confident Leaders Use Every Day" Inc. April 16, 2018
.jpg)
The letter is from 2014, when the president-elect was serving in his second term as vice president. It runs only 126 words, after the simple greeting, "To My Wonderful Staff:"
From there, it goes like this:
I would like to take a moment and make something clear to everyone. I do not expect nor do I want any of you to miss or sacrifice important family obligations for work.
Family obligations include but are not limited to family birthdays, anniversaries, weddings, any religious ceremonies such as first communions and bar mitzvahs, graduations, and time of need such as an illness or a loss in the family.
This is very important to me. In fact, I will go so far as to say that if I find out that you are working with me while missing important family responsibilities, it will disappoint me greatly. This has been an unwritten rule since my days in the Senate.
Thank you for all the hard work.
...[This letter] lets everyone know the boss's priorities....
Second, it's incredibly empathetic.
This is the core of the message -- Biden telling his team that he expects them to set priorities, and that work is not always the top priority.
"Joe Biden Wrote an Incredibly Inspiring Letter to His Staff. Every Smart Leader Should Copy It" Inc. November 21, 2020
1. My manager gives me actionable feedback that helps me improve my performance.
2. My manager does not "micromanage" (get involved in details that should be handled at other levels).
3. My manager shows consideration for me as a person.
4. The actions of my manager show that he/she values the perspective I bring to the team, even if it is different from his/her own.
5. My manager keeps the team focused on our priority results/deliverables.
6. My manager regularly shares relevant information from his/her manager and senior leaders.
7. My manager has had a meaningful discussion with me about career development in the past six months.
8. My manager communicates clear goals for our team.
9. My manager has the technical expertise (e.g., coding in Tech, selling in Global Business, accounting in Finance) required to effectively manage me.
10. I would recommend my manager to other Googlers.
11. I am satisfied with my manager's overall performance as a manager.
Then Google employees are asked to complete two other questions:
12. What would you recommend your manager keep doing?
13. What would you have your manager change?
The evaluation spends almost no time assessing a manager's knowledge, skill, and experience. All but one question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration.
What you know matters, but communicating, delegating, creating a sense of autonomy and purpose...that matters a lot more.
Granted, you could argue that possessing superb technical skills is less important for Google's team managers; after all, it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.
But that argument misses the larger point. While most employees need some degree of training early on, the emphasis soon shifts from what they know to how they use their knowledge and skills.
"Here's How Google Knows in Less Than 5 Minutes if Someone Is a Great Leader" Inc. November 18, 2020
"Want to Be Seen as a True Leader? Acquire These 5 Habits" Inc. March 28, 2018
"Pride and the Priesthood," October 2010 General Conference
