Most managers don’t know how to manage.

Most managers just got the role because they stayed at the company for long enough to get promoted. Not because they’re good at managing people. Most of them have the potential to become great leaders, but they are missing the foundations.

We've all been there: Michael, who's been at the firm since its inception, is promoted to 'Regional Manager.' Not because Michael is an adept manager but merely because... well, Michael's been around. This isn't a slight on Michael or anyone who's climbed the ladder, but the hard truth is: tenure doesn't equate to effective management skills.

Every studio, especially those with small teams of 3-10, faces a unique challenge. They tread a fine balance. On one side, there's the demand for each member to shoulder significant responsibility. On the other, the importance of giving them ample autonomy to grow. Enter our hero: The Potential Manager.

This Potential Manager has the making of a great leader. They are brimming with potential. However, their nemesis? Lack of foundational managerial knowledge.

The challenges in managing a remote team are numerous:

• Keeping everyone on the same page across time zones.
• Ensuring tasks are done on time without a looming physical presence.
• Upholding the team's spirit and camaraderie.
• And above all, preventing the descent into micro-management.

So, how do you navigate these waters without resorting to hiring a Chief Operations Officer or a Head of Operations, who may end up micromanaging every move?

Here's a fresh approach:

1. Equip and Educate: Just as we'd train someone in a new design tool, managerial skills can be cultivated.?

2. Trust, but Verify: Grant your team autonomy, but also set up systems that ensure accountability without stifling freedom.

3. Open Channels: Make communication easy, fluid, and frequent. Use tools and establish protocols to keep everyone synced.

4. Continual Feedback: Instead of occasional reviews, adopt a culture of continual feedback. It's not about finding faults but facilitating growth.

Remember, management isn't about control. It's about guidance. It's about ensuring that every team member is sailing in the same direction, even if they're crafting their own unique path.

If you want to avoid the pitfalls of traditional management and harness the power of effective leadership, especially in small, remote teams, dive deeper with us at 'Managing Without Managers.' Together, we'll rewrite the script for leadership in the digital age.

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