How Managers Can Embrace the Platinum Rule (2024)

For centuries, the Golden Rule – “Treat others as you want to be treated” – has served as a cornerstone of ethical conduct. Management often translates this into a one-size-fits-all approach: providing feedback as you’d like to receive it, delegating tasks based on your preferred working style, and offering rewards aligned with your own motivations. However, in today’s workplaces, clinging to this universal principle might miss the mark. Enter the Platinum Rule: “Treat others as they want to be treated.” This seemingly subtle shift in perspective holds immense potential for managers to transform their leadership and unlock the full potential of their teams.

While the Golden Rule emphasizes empathy and good intentions, it assumes a fundamental similarity in human preferences. This hom*ogenizing approach can easily overlook individual differences in communication styles, learning methods, and motivational drivers. A manager who thrives on detailed feedback might unintentionally drown a colleague who prefers concise directives. Similarly, praising someone publicly based on your own preference for recognition might backfire for someone who values private acknowledgment. The Platinum Rule, on the other hand, challenges this one-dimensional view. It encourages managers to step outside their comfort zones and truly understand each team member’s unique needs and aspirations.

This shift isn’t merely theoretical; it’s crucial for cultivating a diverse, equitable, and inclusive work culture. The inherent respect and understanding embodied in the Platinum Rule break down barriers and foster a sense of belonging for everyone. By catering to individual preferences and learning styles, managers can create a space where all voices are heard, valued, and empowered to contribute their unique talents. Imagine a team member thriving under a collaborative project after their manager recognized their preference for team-based learning over solitary tasks. Or picture an introverted employee confidently sharing their ideas after receiving private feedback in a format they feel comfortable with. These are just a few examples of how the Platinum Rule can empower individuals and contribute to a vibrant, inclusive workplace.

Putting the Platinum Rule into Practice

• Embrace active listening: Instead of making assumptions, engage in open and honest conversations with team members. Ask questions about their preferred communication styles, learning methods, and preferred forms of recognition. Listen actively and without judgment, focusing on understanding their unique perspectives and needs.
• Observe and adapt: Pay close attention to your team members’ behaviors and responses. Notice how they react to different forms of feedback, delegation practices, and motivational tactics. Use these observations to tailor your approach accordingly, constantly refining your understanding of their individual needs and preferences for a more inclusive approach.
• Seek and value feedback: Don’t hesitate to ask your team members for feedback on your leadership style. Encourage them to point out areas where you can improve and adjust your approach to better meet their needs. This ongoing feedback loop fosters a culture of open communication and mutual respect, critical components of a DEI-focused workplace.
• Celebrate diversity: Recognize and appreciate the unique strengths, perspectives, and preferences that each team member brings to the table. Embrace this diversity as a source of innovation and growth rather than something to be managed or hom*ogenized. By creating a truly diverse and inclusive culture, managers unlock the full potential of their teams and build a more thriving and dynamic workplace.
• Lead by example: As a manager, your own behavior sets the tone for the entire team. By actively applying the Platinum Rule in your own interactions, you encourage and empower others to do the same. Leading with empathy, understanding, and a willingness to adapt is how you build a truly inclusive and equitable work environment where everyone feels valued and empowered to succeed.

Implementing the Platinum Rule requires a shift in mindset – from treating everyone the same way to valuing and nurturing individual differences. It’s not about abandoning the Golden Rule’s core principles of empathy and respect; it’s about expanding on them to create a more personalized and effective leadership approach. By embracing the Platinum Rule, you can foster a thriving and inclusive environment where everyone feels heard, valued, and ready to reach their full potential.