Stop Doing Your Staffs' Jobs - do THIS instead

In the realm of management, misconceptions often abound. One prevalent belief is that a manager's duty is to step in and do the work of their team. However, this notion couldn't be further from the truth. In this blog, we will delve into the core principles that every manager should grasp to lead effectively.

 

Empowering Your Team

A manager's competence isn't gauged by their ability to perform their team's tasks. Rather, it is determined by how capable and self-reliant their team becomes under their guidance. Empowerment is the cornerstone of effective leadership. It's about fostering an environment where team members flourish and develop their skills.

Consider a manager who encourages their team to take ownership of their work, make decisions, and generate innovative solutions. The result? A team that not only meets expectations but exceeds them, demonstrating a level of autonomy and confidence that speaks volumes about their leader's effectiveness.

 

Guiding, Not Providing

A manager's role is not to possess all the answers, but rather to guide and mentor their staff in finding their own solutions. This approach cultivates a sense of independence and the ability to chart one's own course. By providing guidance, managers equip their team members with the tools they need to overcome challenges and make informed decisions.

 

Imagine a scenario where a manager refrains from offering a solution outright, instead opting to ask questions that provoke thought and reflection. This method encourages critical thinking and allows team members to explore their own ideas and options, ultimately leading to more robust and creative solutions.

 

 

The Art of Asking the Right Questions

Asking the right questions is a skill that every manager should cultivate. Thought-provoking questions stimulate critical thinking and prompt team members to consider various perspectives. Phrases like "What do you think?" or "How would you approach this if I wasn't here?" empower individuals to tackle problems independently.

 

 

 

Striking the Balance

Balancing guidance and directives is an art. It depends on the individual, the situation, and the urgency at hand. There are times when a manager must take a step back and allow team members to take the lead, and other instances where clear directives are necessary. Understanding this balance is key to effective leadership.

 

Moreover, when policy holds the answer, it's important to refer back to it and involve the team in the process. This guidance should be offered in a genuinely helpful manner, fostering growth without making team members feel foolish for asking.

 

Referring to Policy and Involving the Team

Policy can be a valuable resource in providing answers. Including the team in this process not only demonstrates transparency but also promotes a culture of collaboration and shared responsibility. It's essential that this guidance is delivered in a supportive and constructive manner, with the team's growth and success at the forefront.

 

 

Setting Clear Expectations

Communicating the mentoring and development strategy to the team is crucial. Letting them know that this approach is part of their growth and success plan establishes trust and clarity. It's not a personal matter; rather, it's a testament to the manager's commitment to their team's advancement.

 

Drawing from insights provided by Forbes, setting clear expectations is a critical aspect of effective management. According to Forbes, leaders can employ various techniques such as defining specific goals, providing regular feedback, and establishing a framework for accountability. By implementing these strategies, managers can create a productive and motivated team. 

The role of a manager is multifaceted, and often misunderstood. True managerial success lies in empowering, guiding, asking the right questions, and setting clear expectations. By embracing these principles, managers can lead their teams to new heights of productivity and innovation, ultimately benefiting both the individuals they lead and the organisation as a whole.

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