Rob Foglia

February 27, 2024

It’s been a day of reflection for me. In years past, I would be at our Keller Williams national conference, hearing from powerhouse speakers and enjoying time with colleagues. And yet, the new direction in my business has meant scaling back my expenses and reducing or eliminating travel to events. While I am excited for my colleagues who are there, I am planning not to attend another one of these national conferences unless there’s a chance for me to make a significant impact while there.

As I reflect on the changes that I’ve experienced in my professional life, I can’t help but see a theme throughout. I’m noticing that good leadership brings stability and peace while misappointed leaders and misdirection create mistrust.

My time in real estate has been full of opportunities to lead and follow. I’ve had the ability to serve on Agent Leadership Councils, which presents the chance to be a leader to and voice of my colleagues while following the guidance of our office leader. I’ve seen firsthand how a great office leader and instill confidence in their people and bring a peaceful presence. I’ve also seen how someone misappointed to the role can create uncertainty for those around them. I remember going from one office leader to a new one. One, I would have run through a brick wall for and the next, well, not so much.

Looking back on the difference between these two leaders, the good one built trust while the other created gaps. The good one built trust by genuinely caring about me and my team. The other one was so busy with his life and other ventures that I never saw him. He was kind of a leader by title only.

This type of leadership difference from one regime to the next seems to happen more often than we might realize. Maybe it’s just me, but it seems like when one leader is replaced, the opposite sprouts in their place.

This happens frequently in sports. Often, when a coach or prominent player is replaced, those in charge look for the opposite. This happened with my Tennessee Titans recently, as the more authoritative Head Coach Mike Vrabel was replaced by the more affable Brian Callahan. A big part of me wonders how much of this decision is made on a conscious level and how much is made subconsciously.

This is just a gut feeling, but I bet that many times those at the top are consciously thinking about change; thinking that if all was great as it was then a change wouldn’t need to be made, so let’s go in a new direction. The person who owned my office years ago probably wanted to look in a new direction with his new office leader. I would hope that the Titans owner made the decision to go in a new philosophical direction on a conscious level.

Yet, how often do those at the top think about the long term ramifications of their decisions to those on the front lines? Take the Titans ownership. While I’m sure they’re thinking about the long-term well-being of the franchise, undoubtedly there will be players that no longer fit in the new coach’s scheme and won’t be there much longer. The same happened with the leadership change at my old real estate office. When it happened, I didn’t resonate with the new office leader, so I made the conscious decision to find leadership at a different office who I did connect with and I went there. I think it can be said that those at the top, while thinking about the success of the organization, don’t think about how the lack of stability will impact those putting in the work.

Now, to the title of this blog, I believe the word misdirection is only applicable if the replacement is not of the highest quality. Aware leaders will meet their team where they are. A good new coach will build his structure around their players’ strengths. A good new office leader will spend the time getting to know their people so they can create a supportive culture and environment. This type of leadership will make a leadership change feel stable and almost peaceful. The team will feel right with the new leader. Yet, the misappointed leader will cause feelings of chaos, leading to what could become mistrust.

I think we often neglect to realize just how the decisions we make at the top can impact those on the front lines. And, sometimes when we’re on the front lines, we might think that the issue is us, when it’s really not.

When I left my old office, there were times when I wondered if I was the problem. I wondered if I wasn’t as good of a leader as I thought I was, and that’s why I couldn’t resonate with the new office leader. Looking back on things (and seeing how many other colleagues of mine ended up leaving feeling the same way), I can confidently say that the problem came from above. The issue was not on the front lines.

A common example that we’re seeing all over the working world in the US right now is the massive “return to office” initiative that CEOs are pushing to their workforces. These CEOs are telling their workforce that they need to be in close quarters again so that they can be like a “family. ” And yet from the other side of their mouth, they’re initiating massive waves of severance in order to salvage company profits. It’s just not the way to run things.

Many employees have built their lives in a work from home environment. And, who can blame them? It’s not uncommon in our society to see people work somewhere that’s an hour or more from their home. Working from home not only gave that person two hours of commute time per day back, but also gave that person added time with family and some flexibility to get things done around the house when they used to squander that time at the water cooler. I’m sure some of these employees will consciously (or subconsciously) wonder if they’re the problem. If them not liking these return to office initiatives is a reflection on them. After all, CEOs and out of touch middle managers might paint that picture. And yet, I can unequivocally say that the employees are not the issue here. It’s a lack of leadership and lack of vision at the corporate level.

These return to office mandates are being levied by out of touch CEOs who have not kept up with the times and are not in tune with what their employees need or want. These are the misappointed leaders who are creating mistrust in their organizations. They’re claiming to have open door policies, but then they disregard the words that their employees are speaking.

We’re all leaders in this world. We might lead companies, our households, our friend groups, in our community, and/or lead ourselves. Leaders listen. Leaders take heed. Leaders do what’s best for their people. These CEOs and middle managers must strive to be better.

The lesson we can learn from everything we’ve discussed today is straightforward: as a leader, pay attention to those you’re leading. Ask: how will my decision impact the individuals that I have signed up to make better? Is this in their best interest? If it’s not, it can’t be the right move.

And, as someone being led, the lesson to learn here is simple. You have the power to impact your situation. You have the power to change your situation if you see misdirection. You have the power to look at what’s around you and make an impact the best you can. And if you can’t make the impact you want, you can say that’s it’s not for you, and move on to greener, greater pastures.

We all create our own lives. Make yours an irreplaceable one.

Until next time – Rob 🤟