The moment you’ve signed your management job description, you’ve committed yourself to be a manager for one or more teams. Do whatever necessary to build on individual - as well as team - success. Maybe you have other words to summarize your commitment, like improvement, growth, expanding or …, well you know what you’re up to. In any case, you didn’t sign your contract without a goal to achieve in mind.
And that goal can turn out to be tougher to accomplish than you’ve imagined it to be.
So there’s work to do to learn, experience and grow to become the manager you can be. And yes, you have to leave your comfort zone more often.
Which doesn’t mean you should adopt a managerial style that doesn’t suit you or your team(s). Shouting or bulldozing to get delivered what you want to have delivered, in a way you want to have it done. Management without really knowing the people affected. Focusing on results only, or turning every procedure, agenda and planning upside down as from day one.
Learning to manage, experiencing and growing your management way starts by listening to get to understand what is going on. Which doesn’t mean you do the talking or take the action. You bring the intention to really understand. Inside out.
Therefore the foremost important skill you need to master is listening. Listening to team members, to customers, to suppliers, to staff and to colleagues. On such a level you’ll even hear what’s not being said.
There’s no organizing and managing without listening. Knowing by consciously listening and observing who’s best at doing what now. We all have our strengths and weaknesses. And well, we can’t get all the stuff we’re up to done on our own. As a committed manager, you’re the one to pave the path. How do we serve better, best?
It is worth to know that commitment creates space to acquire the knowledge and learn the skills you need to do a great management job. And your team benefits, because with you, they learn and grow step-by-step too. The disappointment to I-should-have-known-this-upfront is replaced by grow-as-you-go-together.
Like, you’re learning a new sport and are trained one new technique every week. The commitment you need in these is just to show up every week. No excuse, just be there. Next steps will unfold itself from there.
Or children who play team sports like soccer or field hockey. Commitment for them, with help of their parents is to show up every competition again, no matter what mood, tiredness, celebration or other things try to withdraw them. An intensive care case excluded, obviously.
Like, your decision to find a way to improve a team on a certain part of their job. You don’t even have to train them yourself! What you do need, however, is to give them the opportunity and space to get it and implement it as part of their responsibilities. Assuring it will last.
And yes, it takes time to implement new behavior, new actions and new routines. Adopted by each individual team member, as does the job. Management at it’s best. Observing, listening and achieving in each and everyone’s best interest.
3 actions to commit to:
What exactly is going on for people?
What exactly is happening in the team and for its individual members?
#3: Decide to go or no go.
Is it worth taking action upon what’s going on? For the team, individual members, the organization, the customers?
The minute you decide to get to understand what’s really going on is the minute you create space for change. Often listening on a thorough level, e.g. hearing what isn’t said, is enough for a desired change already. Listening on a level that helps people clarify, decide and take the next action step themselves.
The commitment to manage is a commitment of care. Care beyond yourself, for a higher goal. Like a parent you are responsible for other people’s (in)actions. As well as for their well-being and their results. Without taking over their tasks and responsibilities. Challenges enough!
Met vriendelijke groet / Kind regards,
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