A manager is only as successful as their team members. Managing a team is by no means an easy task, there is no thumb rule that works for all. Just as management styles are different, different team members react differently to different management styles.
As a manager, I’m sure you’ve thought, “I could do this myself” or “It’s easier for me to do this than have my team do this”. Relatable? We’ve all gone through this, you’re not alone dear manager. Infact, there is a popular saying ‘what brought you here will not take you there’; work was easy when you were a solo player and now it is a different ball game to get work done from the team.
Confused about how to approach the situation? Here’s my take on how to get there, and believe me, there are multiple ways to get there too!
Understanding YOUR goal for the team
Before you bell the cat, that is to direct your team, be sure of what you are doing and what you want the team to do. Upon understanding your long term objectives you can proceed to understand the team member’s skills, strengths and weaknesses. Aligning your long term objectives with complementary skills of your team members will enable you to build a team that withstands the test of time.
Be a coach, not a supervisor
Your next step is to visualize what energies are required within the team to meet the objectives, create those energies and wait till your teams start visualizing those energies to meet the objectives. Communication is the key to instilling the required energy.
Try not to be an instructor, be a coach and use non-directive teaching methods. This makes a huge difference, you need to create an atmosphere for the team to attain job satisfaction and thrive. Ask them rather than telling, we are always tempted to share our experience, instead of giving them space to build their own experience proves helpful. As the team gets charged towards the desired objectives create the opportunity for them to channelise their energy towards the common goal.
As a coach, your goal should be to push the team to put their best foot forward and help them realize their strengths and contribution to your strategy. Recognition is the key, always appreciate relativeness and respect their fundamental needs. The energy will double.
One can consider their roles as a manager a true success when the team elevates along with the job. As long as you can guide your team to focus on the objective, stand by their difficult days and don’t let them quit while the going gets tough.
Always remember a little push is all that is needed – maybe success is the next step.