I often work with people who are thinking about resigning or who have recently left a job. The common denominator? Their boss. And the stories these folks share are uncannily similar. So here is the first of several posts about how to be a better manager.
Humility, Part 1: Focus Out, Not In
The problem: Leaders sometimes feel that they need to justify their rank or position to their people, and many were taught that good leaders should exude strength, confidence, and perfectionism at all times. As a result, in meetings with their teams, many leaders spend time talking about their own accomplishments, qualifications, and successes. Sometimes they share stories about parties they have attended with VIP’s or expensive business meals they have enjoyed. When team members refer to current challenges, these leaders can be quick to offer advice, or to describe times when they faced similar situations—even when team members haven’t asked for instruction or guidance. (That last one can be so challenging; it’s hard to hold back on lessons learned!).
The real truth: Employees don’t want their leaders standing on a pedestal. They generally don’t want to hear about their managers’ intelligence or their many accomplishments. Team members usually aren’t interested in managers’ stories about fancy or expensive events with other leaders. And many employees are trying to develop their skills and learn how to navigate the waters; they aren’t looking for their bosses to recount their own successes—or to direct them on exactly how they should proceed.
The solution: Acknowledge your team members’ specific accomplishments, focus on their talents, and recognize their expertise. Spend your time advocating for your team members, supporting their development, coaching them (not instructing them), and encouraging them. Empower your team members to make decisions, brainstorm solutions, and play a leading role in their own work.
Bottom line: Instead of focusing on yourself, focus on your people!