Supervisor Lid Principle (SLP)
I am a firm believer that an individual’s success within an organization is directly correlated to what their immediate supervisor thinks of them. In other words, the supervisor can put a lid on, or take the lid off of an individual’s success. Ultimately leaving an employee’s success in the hands of the perception/reality of their supervisor.
I call this the Supervisor Lid Principle (SLP) and I have seen it in full effect throughout my various careers and even within sports teams. This principle results in individuals failing, not performing and even faced with termination; until they are placed under the tutelage of another supervisor, whom has a different set of lids.
The most effective way to combat against (SLP) is to merely recognize that it exists. Once you recognize that it exists you can begin to identify methods, strategies and techniques to remove the lids that your supervisor may have inaccurately placed on you. Overall, the removal of those Supervisor Imposed Lids will inevitably allow you to be more effective and free.
Supervisors need to be aware of the unnecessary or inaccurate lids they place on their employees and employees need to recognize that (SLP) is real. If you want an employee to fly, free up their wings or rather remove their lids. If you want your employees to struggle, fail, be tentative, second-guess themselves and not soar then keep putting your unnecessary, narcissistic and limiting lids on your people.
“You will only be as successful as your supervisor thinks you are or allows you to be… PERIOD!”
What has been your experience with the Supervisor Lid Principle (SLP)? Share your overall thoughts!
5 Responses to “Supervisor Lid Principle (SLP)”
Can’t think of a thing to add to that, man. Except maybe I would challenge peers of any supervisors to challenge this when they see it. Call it out for the good of the team.
Catchy name “SLP” but it really is about leadership isn’t it? Does the leader subscribe to scarcity or abundance? Freedom or control? I will charge the hill or take a bullet for a leader who has believed in me and provided an environment and encouragement for my best work to arise.
I find that this principle often points to insecurities in leaders as well. Through insecurity they place supervisor lids on those they lead, because they feel it is the only way to preserve their dignity or honor (narcissism as you put it).
Great post Scott, this is almost in par with the “power of words” that a leader, supervisor can have. Want to have a positive team and healthy environment? Use Positive words and encouragement to uplift and empower your team members.
Want to handcuff your organization? Use negative, un-trust worthy tactics and keep micro-managing people.
People ARE capable and most times if not all times react great, if and when YOU choose to have good faith in them.