When we start on any new endeavor, there’s a lot to learn. Faces, names, norms…and don’t forget the ever-present acronyms!
It may be tempting, while we’re drinking from the fire hose, to sit back and observe and absorb. Certainly, these are both good to practice any time something new is on the table. However, as we are observing and absorbing, what if something doesn’t seem to fit or doesn’t connect the way we’d expect?
Then it’s time to speak up.
It may not feel comfortable. As we are finding our way in a new group or culture, we may be unsure how our questions or thoughts may be received. However, we’re there for a reason. It’s not to sit back, but to lean into whatever new role or responsibility we’ve undertaken.
Each time we fail to speak up we may be missing out on an opportunity to further our learning or bridge the gap for a necessary mental connection. However, our true failure may be to others in the room who would benefit from our voice.
1. When we learn, others do too
I started a new job at the end of the summer and I was taking in all sorts of new information. I tried to remind myself that there were many things I couldn’t yet know, and questions were my best way to ensure I was receiving that information correctly.
In a review of some new code being developed, there was a business term being used that I wasn’t sure I understood. There was the possibility of multiple definitions, so I asked about the definition being used by the company.
I was worried that my questions would derail the group, and asked for grace as I sought understanding. Instead, others indicated that it was something not considered previously and that aligning on definitions of our data was good practice we could adopt as a group.
We may be new, but our experience may contain new insights to others. If we are unsure, or sense a potential gap, speaking up aids in our awareness and knowledge building. However, it also can help others learn as well.
2. Sometimes the obvious isn’t so obvious
Anyone else take copious notes as they start a new role?
In every meeting, I’d fill up line after line of notes. Things that might make no sense at the time, but would often click later as new information fell into place. As I’d write out what I was hearing, however, sometimes questions would pop up and I’d have to decide whether to ask now or wait for that “click” to happen.
In one such session, I asked to recap what I heard because something wasn’t sitting right and I couldn’t put my finger on it. I asked for grace as I connected the dots I could and asked about what might be missing to complete the steps.
Asking some of the team members to slow down revealed an assumption a few were making. It was fine, except we had a customer in the room who was also new to what was being discussed.
As we develop experience and relationships in the course of our work, we often develop short-hand. Things that folks new to a job or concept can’t.
By raising our hand to ask for clarity, we can help ensure everyone is on the same page regarding acronyms or process steps that may not be universal. Our questions can reveal, confirm, or debunk potential assumptions. This can help ensure everyone at the table is on the same page.
3. We may be setting the tone for the group
Every organizational culture is different. While many cite a desire for inclusion and hearing all the voices at the table, that might not be the reality in practice.
Understanding not only the stated culture, but the sub-culture of a group or team, can influence how we show up. As someone new, we’re walking into formal and informal norms we may not know how to navigate.
As a leader, it’s even more important to understand what those are. Whether we are brought in to move towards a new intended culture, or expected to align to whatever exists.
In my new role, I was working with one of our agile coaches about our events and shared some of my observations. Her advice “speak up.”
While the corporate culture is to speak up, my former company considered speaking up in meetings to be shaming. It was a definite no-no. The coach reaffirmed that I needed to share because if I didn’t, I could unduly influence others to be quiet.
Leaders set the tone for a group. When we make speaking up part of our team’s culture, then others will to. We can encourage or discourage cultural norms by our own behaviors. Knowing what those are and showing up with intention is critical to our success as leaders.
New has its own unique value
New team members are meant to be additive, not repetitive. If we had the same knowledge, skills, and experience as everyone else in the group, we offer capacity but not a lot of opportunity for growth.
Being new can be both exciting and nerve wracking. Eventually, we find our groove and those early days of figuring out how to navigate will be long passed. Those early days have their own value, however. If we, and those around us, choose to see it.
When we are unfamiliar, we do not have preconceived notions of how things have been or could be. We aren’t attached to certain ideas or methods. In some cases, new folks are brought in specifically to help identify gaps and blind spots. These can be difficult to see when we’ve been in an environment for a long time.
When we embrace the new, using our voice with humility and grace, we can help others develop, seek clarity for everyone at the table, and ensure all have the space to be heard.
