You’re considering a career in People Management. What are some common misconceptions you should know?

From what I have seen. One potential error that someone can make when becoming a people manager is believing that ‘I am the best and deserve the role’. Actually, there may be much more skilled members in the team who should not be ignored or underestimated. I would suggest being very deliberate in changing this mindset. As a leader recognize the worth & expertise your team members offer, it will inspire them more and foster a feeling of mutual respect and belonging.

It is important to be aware of common misunderstandings before pursuing a career in people management. First of all, good management entails mentoring, supporting, and encouraging progress in addition to just bossing people about. Second, moving from a technical function to human management doesn't happen easily; it takes certain communication and conflict-resolution abilities. Thirdly, it requires flexibility to accommodate various personalities and circumstances. Furthermore, even though it might be difficult, it's not always alone because teamwork is frequently involved. The secret to becoming ready for a rewarding career in people management is to comprehend these misconceptions.

Something a manager should always have in mind is the fact that people are diverse and they bring in different perspectives. Looking at all through the same lens is a common mistake I see some new age managers doing nowadays.

One of the common misconceptions I have seen is when people managers think that team members with more experience or senior colleagues do not need career guidance or even some dedicated time to discuss goals, ways to innovate or check in frequently to see what they could do more of & continuously learn and improve. This is a misconception especially in times where change is constant & we all need to adapt.

Managers are not monarchs; they are facilitators who guide and support their teams. Servant leadership's role is to serve the team, fostering an environment where employees feel valued and empowered. Respect must be earned through actions, integrity, and empathy, creating a reciprocal relationship of mutual respect. Successful management is about empowering, respecting, and collaboratively working with the team to achieve common goals, not about dictating or controlling.

Transitioning from a technical role to people management isn't just a step up—it's a shift in focus and skills. While technical expertise is valuable, it's not the sole requirement. Effective management demands emotional intelligence, conflict resolution, and delegation skills. It's about balancing individual and organizational needs, a multifaceted role requiring preparation and flexibility, not just a natural progression.

Common misconception in people management is viewing employees solely as resources rather than individuals with unique needs and aspirations. As Peter Drucker aptly stated, "Culture eats strategy for breakfast." Neglecting the human element can undermine even the best-laid plans, as organizational success hinges on cultivating a culture of respect, support, and empowerment, not just achieving targets.

One misconception about people management is that it's a lifelong commitment. In reality, it's a flexible role that can evolve with your career. You're not locked into it forever; you can shift between levels, and functions, or even pursue other career paths. It's about finding what aligns best with your goals and interests, allowing for fluidity and adaptation along your professional journey.

People management is commonly misunderstood as being only about giving orders and being in control, but in reality, it involves collaboration, communication, and supporting the growth of team members. It is not a cushy job, as it can be challenging and demanding, requiring strong leadership skills and emotional intelligence. While HR may be involved, effective people management goes beyond policies to build relationships, inspire growth, and navigate various organizational relationships. It is not just about managing people, but also about working with stakeholders and utilizing effective communication skills. Additionally, it is not a one-size-fits-all approach, as it involves recognizing individual differences and adapting management styl