The Wake You Leave Behind

Have you ever been relaxing on a lake and had a speedboat go by at full throttle? Engine is loud, exhaust fumes are expanding into the clean air and the wake behind it continues until it crashes to shore loudly long after the boat is out of sight. The waves continue to make noise and disrupt the environment and the small paddle vessels in the area are left to manage the impact on their own otherwise they may ungracefully end up taking an unexpected swim.

Or maybe on the same lake, a boat has gone by, but this time it is towing something. Rather someONE. Someone on a set of water skis and the drivers know just the right speed to keep them upright. The driver notices the level of the skier and knows if they can handle navigating the wake itself or if they need to keep them in between safely.

Sometimes the driver in these scenarios KNOW the impact of their wake and choose accordingly. And sometimes they have little to no awareness of their wake and make not adjustments, perhaps it’s the “I am who I am” thinking that looks like awareness, but does it really?

People leave wakes too. In the workplace, the wake a leader leaves behind is what creates the culture. The vibe. The temperature reading of safety. When they leave the room (virtual or real) what is the wake that is left behind? Is it one of calm ripples in the water that are smooth and help to hold you up on those skis? Or is the loud crashing of the waves slamming into whoever and whatever is in the path, changing the shoreline and causing unnatural erosion on the banks?

Do you know what YOUR wake is? The wake you leave behind on your best day, as well as on your worst day?

Some are deeply aware of their crashing waves, and that is their intention. They are driving for that change and disruption to the status quo and that may be needed to achieve those desired results. But, I would exercise caution in making that the standard, as well as taking a moment to assess what is left of the shoreline once the crashing waves have subsided. It’s very difficult to rebuild that bank.

In the world of Emotional Intelligence, Daniel Goleman shared 4 primary quadrants of EI: Self Awareness, Self-Management, Social Awareness and Relationship Management.

In this boating example here is how it might look:

Self-Awareness: “I know how fast I’m driving! I am a fast driver, and I like it! I bought this boat and can drive it however I wish! I am who I am! “

Self-Management: “Oh, this water is like glass, I would love to floor it, but I have a new skier I’m towing and there is a kayaker close by. I will wait until we are in a different area without a skier in the water.”

Social Awareness: “I’m not the only one on the lake today and will need to pay attention to how I drive. Or that paddler looks like they are really nervous, let me see how I can help.”

Relationship Management: “Let’s work together so all of us can enjoy the lake. Do you want to learn how to drive this? Or let me help you get the hang of that, I was scared the first time I skied too.”

In the workplace take a moment to evaluate what kind of wake you leave behind. As a leader, you often need to make difficult decisions and communicate them to a wide range of personalities and skillsets. Dial up the EQ for the best possible results and less erosion.

Your impact as a leader shapes your team, culture and long-term success. If you’re unsure about the wake you’re leaving, or want to refine it for grater influence, coaching can provide the clarity and strategies you need.

At Debbie Brannan Consulting I help leaders develop emotional intelligence, improve self-awareness and strengthen relationships for lasting positive change. Whether you’re navigating leadership transitions, team dynamics or personal growth, my coaching and consulting services are tailored to support you.

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