If I could change one thing that keeps “good” managers of people from being great managers of people, it would be to redefine what being a “good” manager means.

The Good Manager

Many think a good manager of people means being…

  • the problem-solver?
  • the answer-giver?
  • the obstacle –remover?

Though satisfying, this is a trap.

The Trap

Early in my career I was working with Alex, a shop floor employee who desperately wanted to be promoted.  He asked me to help him develop and plan for this.

He and I went over the skills and experiences needed for him to be a good candidate for promotion.  Over time, though, it became apparent he didn’t want to put in the work.  It was just about getting his ticket punched.

I was so frustrated with not being able to get through to Alex about doing the work to earn the promotion.  After all, he did have skills and talent.  It’s not like he wasn’t capable.

One evening I went for a walk to think this over.  I was bending my boyfriend’s ear with my frustration over Alex. Then it occurred to me that Alex was probably not as stressed out over this as I was.

Oops, I had fallen into the “good” manager trap.  That’s the moment I had my great manager epiphany.

Get Smart. Go From Good to Great

Alex was really ticked off at me because of what he had to do to earn a promotion.  Our development discussions morphed into him complaining about what he described as the unfairness of the process.  I quit trying to convince him otherwise.  I just kept reminding him of what was required to advance and how he could accomplish that.

If you are devoting more effort than the employee to their advancement or improvement, stop right there and return the responsibility back to where it belongs.

Holding them accountable doesn’t mean you abandon the under-performer, the problem employee or the ones like Alex, who have aspirations but no intention of putting in the work.  As I did with Alex, get really clear with them about their responsibilities and the consequences of their choices.

The Payoff

When you notice what’s going on and take different action, you will gain time to spend more productively… on your own job, your self, and other employees who are willing to accept your guidance and hold pull their own weight.

What other limiting beliefs get in the way of becoming a great manager of people?

Image: BigStockPhoto Contributor Goosey

 

Mary C Schaefer
As a coach, trainer and consultant, Mary Schaefer's expertise is in helping managers and employees conquer their dread about difficult conversations, to go into them feeling equipped and confident. Personally and professionally, Mary's mission is to create work cultures where organizations and human beings can both thrive. Mary is a former HR manager, holds a Master's degree in HR and is certified as a Professional in Human Resources (PHR). She is co-author of the book, "The Character-Based Leader." You can follow Mary on Twitter (@MarySchaefer) or join her email list at bit.ly/mary-list
Mary C Schaefer

@MarySchaefer

Speaker/Coach/Trainer/Author, specializing in #EmpoweredManager(s) and #HumansAtWork. Fierce Idealist/Farmer's Daughter
You want your employees to take interest in their own development - learn & honor their aspirations #empoweredmanager - 8 mins ago
Mary C Schaefer
Mary C Schaefer