As a manager you are responsible for the people who report to you. You bear overall responsibility for the progress and quality of the work done. How can you support your team(s) doing the work without taking over their tasks and responsibilities?
I find it frustrating to be held responsible for something I haven’t insight in. Especially if I have the sense something is going on… which I should know of. Therefore creating a routine to keep track on quality progress for the work conducted, is worth discovering and implementing. For your overall responsibility, as well as for the people to get the support or ‘kick-ass eye-opener’ they need, in time.
Most people do like to be led or at least have someone they can turn to.
Especially if they are new in their function or if their ambition is content oriented rather than management oriented. These people have learning and ‘to-the-top-in-their-field’ goals and value a great manager highly. Maybe these people already find you to support their growth.
Do not underestimate the impact of a good manager. There are many people, higher educated people, who do not desire a management function. However, who do desire to deliver their best work and keep advancing. Not that consciously as I type it here. However, winning from a manager who is driven to help them do great.
So how can you manage people to do great? And keep yourself from taking over any of their stuff, even when things get tough. Even when customers complain, deadlines are by far not met or inconsistencies pop-up like weed.
Learn to master listening, hold people accountable and gain a routine to keep track of the quality progress of the work done. Without adding any to do’s to your own plate and perform the routine in the shortest amount of time possible. However, consistently conducting this tracking routine, so you’ll be up-to-date anytime, anywhere.
The most rewarding skill for a manager in these is holding people accountable, no matter what. By guarding the momentum, ‘Yes, I’ll take care of that’ as not to fade away or get completely out of sight. By following up upon people. Asking them which aspects of their work do great. Ask which aspects they could use support for. And also ask what support they already did organize to keep moving or get unstuck. If not already, help them to clarify what support they need to organize now. You don’t need to come up with the answers, you do need to communicate they can.
There’s no managing by doing most of the work your self. That’s like a soccer coach who’s simultaneously a forward player on the field. Such a team tends to pass him every ball so he can shoot a goal. This manager will be top scorer of the team and maybe valued by the board because of the end-results delivered. Until these two roles get too much to handle.
Like in teams with a very specific expertise, where the manager is taking over when people can’t seem to get the work done. People leave at five o’ clock, the manager leaves at six and also uses some of his evening hours to solve the problems.
This will break down sooner or later. The manager get’s stuck in his career because there’s ample space to grow himself and the people don’t grow either due to the fact they aren’t challenged to walk the extra mile of creativity, reach out and persistence.
3 actions to support people without overtaking them:
#1: Listen to get to understand.
What exactly is going on for people?
#2: Hold them accountable, no matter what.
What did they do, what didn’t they do and what support do they organize? Follow-up consistently to help them move forward.