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Bring Me a Rock | Enlightened Project Management
In the management world this behavior is described as “Bring Me a Rock”. It describes the behavior of a manager or leader who assigns a task …
Source: enlightenedpm.com
Date Published: 8/11/2021
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4 Ways to Overcome “Bring Me a Rock” Leadership – LinkedIn
“Bring me a rock” says the leader. Performer runs to get the best rock that he or she can find. Brings back the rock and the leader says, “This …
Source: www.linkedin.com
Date Published: 9/11/2022
View: 1247
A ROCK by HARDY on Apple Music
His debut album, A ROCK—produced by Joey Moi with contributions from Derek Wells, Dav Garcia, and Jake Mitchell—is skillful on multiple fronts.
Source: music.apple.com
Date Published: 7/3/2021
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Bring Me a Rock – A Popular Management Game You Don’t Want to Play
You’ve probably had the experience of your boss asking you to do something, but no matter what you produce, it doesn’t seem acceptable. They then fall into a less-than-productive cycle of diversion, rework, and diversion until the task is finally completed to the boss’s satisfaction. Let’s dig a little deeper and see how you, as a leader or manager, can prevent your employees from having this experience.
In the management world, this behavior is referred to as “bring me a rock”. It describes the behavior of a manager or leader who assigns a task to a subordinate but never seems satisfied with the result. I stumbled upon a good exploration of this subject recently while reading Turn the Ship Around by L. David Marquet. In the book, Marquet recalls an example of this behavior (along with many other fascinating leadership tips) and the impact it had on some members of his crew.
I have experienced this at work, as I am sure many of you have. I even had a boss who said to me, “You should know what I want”. Who am I, “Carnac” (for those of you old enough to remember Johnny Carson)? How on earth am I supposed to know what you’re thinking? To avoid this behavior as a leader or manager, keep these four points in mind:
Clarity – This refers to the clarity of direction. When instructing someone to perform a specific task, you need to be clear about the expected outcome. You also need to be sure that the person you are guiding has the same understanding of the outcome as you do. Outcome – When directing, focus on the desired outcome, not the method. Unless the method is particularly important for that particular task, as a leader or manager, your focus should be on the outcome and not on the method by which (within an obvious reason) the outcome is achieved. Trust – You must trust that the person you are directing has the knowledge and skills to complete the task. The person you are guiding also needs to know that they have your trust to make decisions and that they have your support. Acceptance – You need to accept the idea that the solution your subordinate comes up with may be different than what you would have done, but is probably fine and will produce the desired outcome.
Achieving the above points is part of creating a healthy work environment, which is a prime goal of an enlightened project manager. Another consideration is the effect Bring Me a Rock has on morale and productivity.
One of the motivating elements for many people is autonomy, expressed as control over one’s work. The effect Bring Me a Rock has on autonomy is that it reinforces the individual’s belief that he or she has little control over the work. Less autonomy means less motivation.
“Bring Me a Rock” has an equally devastating effect on productivity. The thinking that develops is something like, “No matter what I do, it’s not going to be acceptable, so why try harder than necessary”?
Please do not hesitate to share your thoughts on this topic with us, considering the following:
Do you play Bring Me a Rock with your people?
What can you do to make sure you don’t play this game?
©2016 Joseph T Drammissi
This article and other work by Joe on the Second Amendment and other topics can be found on Substack at https://getagrip.substack.com
4 Ways to Overcome “Bring Me a Rock” Leadership
If you’ve worked for or with as many different types of leaders as I have, you can no doubt relate to the Bring Me A Rock leader. The kind of leaders who don’t know what they want until they see what they don’t want. The conversation goes something like this:
“Bring me a stone,” says the leader. The performer runs to get the best stone he or she can find. Bring back the stone and the leader will say “This is not the stone I asked for, I want a bigger stone.” The performer comes back breathless after running to retrieve a larger rock and faces disappointment once again. “I want a black smooth stone, NOT that rough red stone,” exclaims the leader in frustration, now sure the performer is wasting time on purpose. The performer proudly hauls back a large smooth black rock, confident that it finally delivered what the leader “asked” for, only to find that someone else was sent to get the rock and they returned faster – so the leader no longer needs the skirt of the original performer.
Whether you are the leader or the performer in this scenario, you can undoubtedly understand how discouraged the performer might be, while at the same time how frustrated the clueless leader is in this situation.
Below are four ways to avoid this kind of misunderstanding and disappointment in the workplace.
1. Start with the end in mind.
Know why you need a stone. If you are the leader, you can articulate it. What is it used for? How hard does it have to be? What color, shape and size would you like? Which attributes/elements are non-negotiable?
2. Receive/give clear requirements.
If you are the performer, get clarification and confirm requirements including when they expect delivery and by what delivery method. Know why you are bringing a stone and exactly what you are required to deliver and when. For example, perhaps you should only bring pictures of different rocks for the leader to choose from – rather than the physical earth elements themselves. Get my drift?
3. Enable flexibility and agility.
Flexibility and agility are keys to success in today’s ever-changing, evolving and innovative marketplace. As a leader, you should know and accept that sometimes a spotted brick is better than a streaked one if it’s cheaper to deliver and still meets the requirements of the end goal. As a performer, you should know that sometimes demands change – it’s animal nature, as the saying goes – so don’t take it personally, just always do your best and you’ll be able to sleep at night.
4. Be the keeper, not the creator, of the scope creep.
Whether you’re the leader or the performer, be the keeper of the perimeter and not the reason it’s crawling. When good enough is accomplished, roll it out and make the improvements in future iterations. Let the stone do its intended purpose, you can paint or decorate it in the next iteration.
can you understand
The Bring Me A Rock Phenomenon
Early in my career, I was exposed to the so-called “bring me a rock” phenomenon, and the experience left me with a sense of frustration that has stayed with me ever since.
This phenomenon occurs when a manager cannot or does not want to communicate their goals clearly and concisely. Subordinates repeatedly attempt to meet their manager’s expectations by bringing them a brick (i.e., an offering, product, process, etc.). Each time the rock isn’t quite right – the manager produces a different requirement. At some point the manager is satisfied or the subordinates give up tired.
A bring-me-a-rock sequence might look like this:
Boss: I have an important and urgent project for you. bring me a stone
Subordinate:
Boss: What is that? It’s not the stone I wanted. It’s way too big.
Subordinate: Speculate with yourself. Aha, that’s not a stone to push open a heavy door. More like a paperweight. Let’s make sure I deliver a rock with some paint to make it look good on the boss’s desk. Excitedly handed the stone to the boss…
Boss: Why is this stone yellowish? Red would have been a much better choice. Bring me a red stone.
Subordinate: I wonder what would happen if I just painted the rock red. That would be quick and economical, but it may not fit with our sustainability efforts. I will ask the team to help me find a non-heavy red stone. Two weeks later…
Boss: Hey, that rock is pretty nice. Many Thanks. But why isn’t it round?
you have the idea Incomplete requirements from the manager greatly complicate the task for the subordinate, leading to a feeling of helplessness and frustration. Even if the subordinate eventually comes up with an approved result, the manager is likely to complain that it took too long and went over budget.
In my experience, there are three main reasons for the bring me rock phenomenon:
The manager is also unsure of the expectations of the task since his own management does not have cascaded goals. Therefore, the manager does not want to risk failing at the task and deliberately delays in the hope of getting more information. The manager isn’t sure what he’s looking for, but hopes to know when he sees it. The poorly defined task could be because they didn’t set a framework for how the employees would work. The manager is not decisive and will be influenced over time by new information or conflicting opinions. In this case we could call it the shiny rock phenomenon.
As a manager, the simplest thing you can do to avoid the bring-me-a-rock phenomenon is to be clear about your expectations. If you’re not sure what you want, set up the task as an experiment with fast iterations. This way it is clear that the right outcome is not known in advance and no one feels they have failed. Most importantly, if requirements change after you first request the task, let the people doing the work know as soon as possible and explain why the requirements have changed.
If you’re working for a Bring-me-a-Rock manager, start by asking as many questions as you can. Don’t be afraid it will make you look bad; It might actually help your manager word the request better. It’s possible your survey will frustrate this type of manager, but they’ll be frustrated anyway if you don’t deliver what they asked for.
To borrow the old saying, you’re stuck between a red rock and a hard place.
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