Tag Archives: leadership

Success and Personality?

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“But, what about personality?” Emily asked. “Doesn’t personality have something to do with success?”

“What personality does it take to be an effective manager?” I asked.

“Well, I don’t know. There are personality profiles, assessments we can take, that can tell us things about ourselves.”

“So, what is the profile of an effective manager?” I asked again. “I have seen hundreds of profiles of managers, different scales of dominance, influence, steadiness, compliance, introverted, extroverted, sensing, intuitive, perceiving, judging. I find little consistent pattern of what it takes to be an effective manager. In fact, I have seen unlikely combinations that yield high levels of effectiveness. I personally have submitted to those assessments, over time, decades, and while the output is always consistent (statistically repeatable), I would question there is a best profile to be an effective manager.

“The profile may indicate your tendencies in one direction or another, and that if you adapt away from your tendencies, you may place stress in your life. But who is to say, that one tendency is more effective than another. I am a visual person, quick to take in data, persuasive in moving people to my way of thinking. My brother is more kinesthetic, he has to feel something to understand, he listens patiently, subtle in his ability to gain willing cooperation and support. Dramatically different profiles, but it’s a thumb wrestle to determine who might be a more effective manager.”

Commitment or Compliance?

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“I am not satisfied with things,” Emily said. “I know there is more to being a manager than management.”

“You have been a manager for a couple of years, now. What exactly, are you dissatisfied with?” I asked.

“There are times, when it seems, I am only able to get people to do what I want by forcing them to do it. By being a bully, or threatening. Not directly threatening, but, you know, do it or else.”

“And how does that work?”

“Not well,” she replied. “I may get some short term compliance, but as soon as I leave the room, it’s over.”

“Emily, the pressure that people are not willing to bring on themselves is the same pressure you are trying to tap into. If they are not willing to bring it on themselves, what makes you think you have the ability to overcome that?”

“But that’s my job, isn’t it?”

“Indeed.”

The Game Changes Over Time

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Howard didn’t like the list. The top three tasks I asked him to delegate were three that he enjoyed the most. He defended, saying these tasks kept his technical skills sharp, kept him in the game.

“Look, Howard, you are a Manager. You are now the coach who cannot step on to the field without getting a penalty flag. Five years ago, it was important for you to keep your skills sharp, to be the expert, to be faster. Your role has changed. The most important thing you can do now is to develop your team, make them faster, sharper. They are your new technical experts. Five years ago, it was important for you to be successful. Now, it is important for you to make your team members successful. If you fail at that, you fail as a Manager.”

Life is Wonderful, or Miserable

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“I am a bit overwhelmed,” Nancy announced. “Since my promotion to manager, there is more to do and people are pulling me in too many directions. I am having trouble keeping up.”

“Do you think this situation will get better or worse?” I asked.

“It seems to get worse, day by day. I get in around 7:30 in the morning, been trying to leave for home each day by 6:30p. Too much to do.”

“So, stop doing,” I said. Nancy looked at me sideways. “The most important thing you can do is stop doing.”

“Then, what will happen with all the work?”

“If you don’t do the work, who will?”

Nancy searched for the answer. “If I don’t do the work, then my team will have to do the work. But, I don’t think they are capable of doing the work, that’s why I am the manager.”

“There is certainly managerial work for you to do, but most of the work that needs to be done should be done by your team. You will only find out if they are capable by testing them. With project work. And, if it turns out a team member does not have the capability, what should you do?”

“I either have to re-assign the work or do it myself,” Nancy replied.

“The most important job for every manager is to build the team. Do this well, and your life as a manager will be wonderful. Do this poorly, your life as a manager will be miserable and for a very long time.”

Huddle Meeting, Most Important Meal of the Day

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“What’s the major benefit of a huddle meeting first thing in the morning?” I asked. The team looked around at each other to see who might jump in first.

“To share the plan for the day,” said Shirley.

“To make certain assignments,” chimed in Fernando.

“To schedule lunch,” smiled Paul. Everybody stifled a brief laugh.

“Lunch is important,” I said. “Now, most of you are too young to remember Woody Allen, but he said that 80 per cent of success is just showing up. One of the major benefits of a huddle meeting first thing in the morning is to firmly establish the starting point for the team.

“Lots of time can get wasted as people trickle in, fritter around, sharpen pencils (who uses pencils anymore?). But, if you have eight people on your team and you lose fifteen minutes, that’s two hours of production.

“A huddle meeting can start the day. Sharp and crisp. Five minutes. Let’s go. Hit it hard.”

Smartest Person?

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“I’m not trying to show off,” defended Alex. “I have the answer, it’s quicker, it solves the problem. I know it looks like I am a just being a glory hog, but I call it a touchdown!”

I waited. Alex was in no mood to listen, not even to himself. So, I waited some more. Finally, I spoke.

“Alex, three months ago, as our best technician, did we expect you to have the answers to the biggest decisions on your projects?”

“Absolutely, that’s why I got the promotion.”

“Yes, three months ago, we expected you to be the best, the smartest person in the room. That’s why we promoted you to manager. Do you think this is a different game now?”

“I suppose it is or I wouldn’t be sitting here in front of you.”

“Alex, the game is different. Before, we expected you to have all the answers. Now you are a manager. We expect you to have all the questions. Instead of being the smartest person, you may have to be the dumbest person. I want you to ask,

What if? By when? Why did that happen? When do we expect to finish? What could we do differently? How come that happened? What is stopping us?

“Just a few simple, dumb questions. It’s a different role you are playing, now.”

What If You Never Came Back?

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“I called my office to see how the meeting went, and found out, just because I was out of town, they decided not to have the meeting. There were important items on the agenda, but they cancelled the meeting.” Bob had just returned from three days on the West Coast.

“What if you never came back?” I asked.

“What do you mean, if I never came back?” Bob replied.

“What if you decided to move to Montana and manufacture dental floss? What would your team do without you? How would they have their meeting?”

“Well, I guess, they would pick someone to lead the meeting and carry on.”

“Look, this is a regular meeting, right? Happens every week? Agenda very similar from one week to the next? It’s an important meeting, but the structure doesn’t change much.”

“You are right,” confirmed Bob.

“Pick your next strongest person, tell them to prepare the agenda for next week. Tell them they are going to lead the next meeting.”

“But, I will be at the next meeting.”

“Exactly, but you will become a participant. If you want your meetings to occur while you are out of town, you have to start identifying the leadership while you are in town. Each week, pick a new person to lead. Publish a rotation schedule. You will still be there to prompt and assist, AND you will test their leadership in a safe environment.”

No Drill Sergeants in the Jungle

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Drill sergeants yell and scream and get results. Why can’t a manager?

Most of us have either worked underneath or know a manager who behaves like a drill sergeant. The descriptions come easy. He runs a tight ship. He manages like his haircut.

But, it occurred to me, there are no drill sergeants in the jungle. Let’s say a squad is on patrol in hostile territory and one team member falls behind, cannot keep the pace. There is no drill sergeant around to demand 50 pushups. There is no yelling in the jungle. Communication may be whispered or signaled, but there is no “I can’t hear yooouuu!”

Drill sergeants work in an artificial environment called training. Their purpose is to instill discipline to exact trained behaviors. Managers work in the jungle. It’s real in the jungle. Production is real. Quality is real. Customer satisfaction is real.

As a manager, the next time you have the urge to yell like a drill sergeant, you might find a whisper more effective.

It’s The Manager

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It used to be that employee empowerment was all the rage. Now it is employee engagement. With unemployment at an all time low, there is a huge war for talent, finding it and keeping it.

“We are having a problem with employee engagement. One thing we would like to consider is an Employee of the Month program.”

I hate Employee of the month/quarter/year programs. They conspire to make one person a winner and everyone else a loser. Bad idea.

Employee engagement, as an issue, has been around for a while. Gallup, in their extensive research on employee engagement, well documented in a book called First, Break All the Rules, details the number one reason that people leave a company. It’s their manager.

A company can have the greatest benefits, competitive compensation, employee of the month programs, but if the team member has a lousy relationship with their manager, they quit and leave. Or worse, they quit and stay.

A company can have sub-standard benefits, on the low side of competitive compensation, no recognition programs, but if the team member has a great relationship with their manager, they stay.

So, if you want to focus on employee engagement, focus on every managerial relationship in the company. The most powerful managerial practice to create and sustain this relationship is the monthly 1-1, where the manager sits down, present in the moment, and has a dialogue with each team member.

This is dedicated time, each and every month talking about updates, projects, goals, aspirations, obstacles, ways around those obstacles. The focus is on the team member. If you really want to increase employee engagement, schedule 1-1s with each of your team members. You don’t need permission, you don’t need a committee, just start. -Tom

New Team, New Manager

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It is always tough to become a new manager to an existing peer group or a new team. A new manager always means change. And most people don’t like change, at least the unknown parts of change.

Respect comes, not from the authority of the position, or the experience of the manager. Respect comes from bringing value to the problem solving and decision making of the individuals on the team.

In fact, team members will always seek out the person in the company that brings value to their thinking and their work. If it happens to be their manager, that’s great. All too often, it’s not.

We all work for two bosses. We work for the boss who is assigned to us, and we work for the boss we seek out. The boss we seek out is the one who brings value to our thinking, our work and our lives.

So, if you are the new manager, which boss are you?