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Stop Managing People – It doesn’t Work

Guest post by: David Liddell

Article Overview: People do not like being managed, they want to be led”. Leading is not easy but it’s not rocket science either. Let me give you a few important tips on leadership and leading people.

Stop Managing People – It doesn’t Work

If you have attended one of my speaking engagements or if I've worked with your organization, you've likely heard me state... "people do not like being managed, they want to be led". This is more evident today than ever with the demands presented by a highly diverse workforce - Gen X, Gen Y, Boomers, Veterans, etc. - each with a different set of values and motivators. Leading is not easy but it's not rocket science either. I can suggest many points of failure but one of the most significant issues I see is when individual contributors try to make the transition from being a "doer" to leading others. (This can be made more challenging when being promoted amongst your peers but I'll save that for another day). Managing yourself is one thing - it requires organization, discipline, skills, knowledge, and the ability to work with others. As soon as you've mastered these characteristics and produce results consistently your company thinks you are ready to lead others. Not so, in most cases - at least not without some preparation.

The disconnect results from inaccurate assumptions made by the promoter and the promoted... here are a few to speak of...

• All employees are motivated by the same drivers and should be managed the same way
• Controlling employees' activity produces consistent results
• Managers wield significant authority over their employees
• A "management" title gives the manager power
• Managers need their employees to like them
• Most decisions should be made by the manager

The list goes on but it is important to point out that the disconnect can be mitigated if the new manager is given just a little guidance, training, and coaching to help them successfully exit the starting gate and navigate the obstacle course ahead.

When I coach new managers (and many experienced managers), I provide this foundation for leadership success...

• First, start with the mindset that you work for your employees. Don't share this thought with them but remember it is your responsibility to create a working environment where each and every employee has the potential to perform at their best. Do your best to cut through the red tape and shield them from the corporate politics.
• Do not solve every problem - help your employees solve their problems. How will they learn if you won't let them? Respond to a problem with a question so they start thinking for themselves.
• Allow your employees to make their own decisions. The manager becomes the bottleneck if they make all the decision, employees feel disempowered, and the capability of your organization stops improving.
• Keep your employees challenged. As soon as they become bored in their position they may leave or you'll see a drop in performance. Challenge each person in accordance with their skill level.
• Delegate responsibility to help your employees grow professionally. This is a great way to challenge them professionally but it is not a reason to get "crap" off your desk.
• Identify your successor - you never know when you may get hit by a bus (just a metaphor - no harm intended).
• Share as much information as possible regarding direction, strategy, and results. You may think it does but information flows poorly to those who need it the most.
• Conduct yourself so that you build strong and trusting working relationships with your employees. They don't need to like you but they do need to respect you.
• Allocate a certain amount of your week to "working on your business" - coaching and developing your people, working on ways to improve your systems and process, and thinking strategically so you are ready for the future.

With any good foundation, success depends on focus, dedication, and practice, practice, practice.

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Article Tags: ability to work with others, leadership, leadership foundation, managing people



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