Points to Ponder: Shut Up and Color!

What are Points to Ponder? “Points to Ponder” are posts for you to initiate leadership discussion or casual conversations with other leaders on the topic presented. Take the opportunity to share your discussions or different “Points to Ponder” in the comment section. I would love to hear what you all discussed!

Ok leaders, I need some feedback.

Have you heard the phrase “Shut up and color”? In my world, it is the phrase most used when you are asked to go along with what the direction of the leader is or the organization as a whole. It is statement, not a discussion. You are to go with and support the leadership given.

Personally, when looking at actions and support, I have a 3 challenge rule. If the direction given to me is not what I would do or recommend, then I engage with 3 challenges to my leader on why my recommendation is different than the direction. Most importantly, I don’t do this with every decision I don’t agree with my leader on, just the ones I feel will create more work, be ineffective, or expend resources uselessly etc. If after the third challenge my boss is not changing their mind or they emphatically state this is their final decision, then I press forward with their leadership direction. I shut up and color.

I must say, there are 3 ways in which I will not follow or not continue to engage and that is if I believe their direction is illegal, immoral, or unethical. I call this the trifecta golden rule on following orders. If their direction violates any of these 3, the discussion will continue.

Ok, so here comes the point I need you to ponder and comment on.

Recently, I have observed a leader (let’s call him Mark) in an organization that was given the final “this is my decision” by his boss, let’s call the boss John. So Mark decides to go around John to John’s boss and states “I think John is wrong and this is what I would do” if I were you. Let me say, the decision John made was a judgement call and did not violate the trifecta gold rule of following orders. The ensuing madness created by Mark’s action going around John was overwhelmingly disastrous for John and the other leaders working with Mark because now John’s boss had to investigate and pursue Mark’s option. In the end, the neither decision was enacted and John, Mark, and the team are not caught in a perpetual science experiment. The decision which had been made by John, and the problem Mark wanted solved, is still unsolved because the team is now working both solutions.

In this scenario, the decision by John was neither right nor wrong, but based on his experience and education. Marks direction likewise was driven by his experience and education. Their experiences and education are very different. John being the boss made is decision and asked Mark to press forward.

Here are some pondering points:

1. Is it undermining your boss and/or the organization when you go around to a higher superior to pitch an idea your boss gave clear direction was not the decision of the unit?
2. Does Mark have justification to go around John to his boss and pitch his idea knowing his boss’ decision?
3. Would you say anything to Mark? If so, what?
4. When do you “shut up and color”?

Please leave your comments on this scenario. I am curious how other leaders view this issue!

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