Favoritism is giving special treatment to a person or group. Is favoritism ever a good thing? Surely, we have all heard something like, “Nothing will ever happen to him because he’s <insert leader’s name here>’s favorite.” However, can a leader’s favorite be a direct pipeline in getting something accomplished? Is it possible that there is a positive in saying, “She’s the favorite, maybe she can help get this thing pushed along with <insert leader’s name here.>” What instances are there when favoritism works in the employees advantage?
Uh, never. Favoritism is a noose around a team’s, a department’s, an organization’s neck. It chokes off the lifeblood to communication, innovation and collaboration. Favoritism is like a drug for the leader and the favorite. It becomes addictive, and both sides of the relationship only look to each other to achieve something. Sadly, it happens all the time. It also seems to happen more often in highly structured organizations where the leader’s “right hand” is part of the senior leadership pipeline.
Undoubtedly, a leader should build a great team around them and rely on their counsel. However, if the leader only looks to that team or favorite to make decisions there is a huge blind spot. I have seen this in both large and small companies. The VP favorites a Director; the SVP favorites a VP; the EVP favorites an SVP and so on. Also, in startups the founders or 1.0 employees can fall into this trap. Even if the person who is the pole position of being the favorite is a good person, they filter decisions based on their own agenda. It’s not healthy for the organization in any respect.
Sitting with a tech leader one day last week, he was describing how his “right hand” was making things so much easier for him. She was able to talk to the people in real time, and drive the process so he could focus on more creative stuff. And funding. It made sense in a way, but then I asked if he knew of all the decisions she was making. Also, if the employees thought the the decisions were coming from him or her. He thought for a minute and then asked why it mattered. Everything was moving fine. It matters because a leader sets the tone. A leader drives the values and the culture. If the people are unsure of who is really driving the bus then the leader creates confusion, which leads to disharmony.
The true value of diversity – different perspectives, ideas, experiences, cultures – is seen where there is an open and cooperative environment. Effective leaders know this, and dismiss the idea of favoritism. Do you know a leader who shows favorites? How does it affect your organization? Can any good come from having a favorite or being a favorite person?
HR Rebellion 