A Leadership Lesson in Emotional Maturity

Grant seekers, especially new, early-stage nonprofits: find a funding opportunity in Big Mama’s Playbook or scroll down to the end of this week’s post (that’s usually where you’ll find it). If you’re interested in learning more about grants, drop me a line! Now this week’s topic:

A Leadership Lesson in Emotional Maturity.

When we think of organizations, we typically imagine nonprofits, businesses, schools, the social or professional clubs/organizations or places of worship. Every workplace, group, or organization has its culture. Culture meaning —how people interact, what’s valued, who and what gets rewarded. As we cast votes for the upcoming election, this week’s post is about a workplace, with its own culture we often forget about: Congress. There’s been a lot of focus (and money spent) on the many policy issues that will shape the direction this country. The ads are FINALLY coming to an end! But beyond the policies and platforms, here’s a fundamental two-part question I’d like us to consider: Who are we sending to Congress, and as our leaders, what is their emotional maturity?

The workplace culture of Congress.

It’s not just a group of people as politicians, who vote on laws—it is indeed a workplace. And just like any workplace, it has its own unique culture. Why is it helpful to think of the U.S. Congress as a workplace organization? Because in many ways, it reflects some of the same challenges we see in other organizations, yet on a grander scale and with incredibly high stakes. Every organization has its own culture, defined by the unwritten rules and norms that dictate how people interact and succeed (or not). Congress just amplifies these behaviors and relationship dynamics; it’s just another organization with its own culture, cliques, and drama. Pause to ponder this… You can learn a lot about people when they don’t get their way.

What does emotional maturity look like in the U.S. Congress?

In the book, The Maturity Factor, Dr. Larry Liberty talks about four levels of maturity that can be found in organizations. And as a reminder, maturity does not necessarily go along with aging. Looking at Congress as a workplace, what kinds of people we are electing for office and their level of maturity that Dr. Larry Liberty describes? The culture of Congress shapes the way critical decisions are made and how effective (or not) they’re going to be in representing us. Who are the adults in the room? Who’s acting like a teenager? Who can you identify in Congress as a:

⦁ Wise Adult: Seasoned. Responsible, Reflective. These individuals have developed emotional intelligence, sound judgment, and reliability. Liberty estimates these individuals comprise merely 5-10% of organizations.

⦁ Young Adult: Enthusiastic, energetic, and often idealistic individuals. They are open to learning but may lack the experience or wisdom of older colleagues. These individuals, according to Liberty, make up 15-20% of the people in organizations.

⦁ High-functioning Adolescent: According to Liberty, account for 65-75% of individuals in organizations. They may appear competent on the surface, but when you get down to it, create challenges by bringing unnecessary drama or conflict. Highly capable and ambitious - will use their authority, power, and influence in ways that will negatively affect an organization’s i.e. Congress’ success. They will “drain” you if you let them.

⦁ Low Functioning Adolescent. This group of immature adults are looking for acceptance and belonging, and sometimes in their quest, are just clueless (for real, clueless and not for the shock value) to their self-centered, disruptive behavior. They may resist accountability, will play the “victim” ALL THE TIME. As a group, make up about 5% of the workplace.

For more about the “adults” read my post- “Who’s Leading You?; or The Immature Leader to learn more the adolescents. Your vote shapes the culture of our Congress.

Every election is an opportunity to shape the culture of Congress. It’s up to us to send people who can and will thrive in such a workplace and fight for the issues that matter to us and our communities – we can beat the odds and send more of the wise & young adult-type leaders than adolescent crew. A wise/young adult who’s ever worked in a place where big egos, drama, and chaos run the show, knows that kind of culture gets nothing done!

Understanding how Congress works as an organization reminds us that in every organization—whether it’s a small nonprofit, a corporate office, or the U.S. Congress— emotional maturity is important, often more than the skills or qualifications on a resume.

Now just like in other organizations, we don’t always choose the best folks for the job. Sometimes we choose the ones who can tell us what we want to hear, not what we need to hear. That’s like hiring somebody just because they can sweet-talk you or “talk a good game” in the interview, but when the work piles up, they don’t know what to do. Been there...

Weekly wisdom, in their own words:

“Real leaders are not blinded by the trappings of power but recognize their role as servant.”

-Archbishop Desmond Tutu (1931-2021)

Don’t forget to check out Big Mama’s Playbook featuring this week’s grant listings!