An employee came into my office one day, closed the door, and sat down with a look that suggested a serious talk was about to start.
She says, “I’ve got a problem and I need you to step in… it’s Amber.”
I nodded gravely to show I was ready.
And then she says, “She keeps asking to be my Facebook friend.” … Yeah this might get awkward.
So my employee didn’t want be Facebook friend with Amber. She thought Amber was a bit too nosey, which is fair- Amber kinda was. But, at this point, nothing inappropriate was happening. No harassment. No bullying. Just… another awkward human situation. A situation that didn’t really require the organization to get involved.
After thinking a minute I said.
“Why don’t you just tell Amber you keep Facebook for family and close friends only?”
She kind of paused… like that hadn’t been an option before, then she nodded and got up and left the room.
She dealt with it. Problem solved.
Not every uncomfortable situation at work is a leadership problem. And when we try to stick our nose in too much, we may take away someone’s opportunity for growth.
Good leaders know when to lean in.
But they also know when to stay out of it—and let people handle the awkward stuff themselves.