Shaping the Future

An Article by Brandyn Jacob: People First Leadership Strategist

Graduation season is upon us. For these recent grads, another forever lasting memory. Four or more years, a culmination though of more than a decade of number two pencils, and backpacks.

Do you know what else people remember as vividly as these events, their first true Leader. Here they are, young, fresh college grad, ready to step into the real world. With their grand illusions of fame and fortune. Not a care in the world, but they want to see and tackle it all.

Their Managers are challenged to take these young minds, and incorporate them into the workplace, and culture. Some Managers and companies do this better than others. Some organizations recognize those that have a keen and unique ability to adapt and embrace young talent, and carry a passion to support, nurture and shape young minds.

As you have read thus far, I have used the word "manager" and "leader", ideally this is one in the same. As your manager I provide direction of expectations, tasks, and responsibilities, as your leader I provide the space for you to share your ideas, challenge the process, ask questions, learn, develop, grow, set goals, lean in on your future.

Some Leaders can flex both of these muscles, and truly support the needs of the members of their team. Others... well, they're just managers. Managers, only manage the output, and don't feel they have the time, desire or get paid enough to develop their team. People often grow into manager roles, perhaps they do the tasks well, or have been their the longest. I've been there myself, perhaps I was the only one that wanted to be a manager, or perhaps someone saw something in me, and said, he could do it, he can be left in charge of this place when I am not here... it was years later after I left that restaurant, I realize all of the poor choices I made. While their were glimmers of brilliant leadership, most of the time, I was just managing tasks, and trying to control chaos. I wasn't trying to help the team get better, I wasn't preparing anyone for the future. I wouldn't even be surprised if some of the former employees thought I was a jerk.

It is my belief that leadership, true leadership is a choice. A foundational knowledge of leadership and leadership style's will help. Grab a few books and read up. Again, just a foundation, you still have to think for yourself, what type of leader do you want to be. Create your own leadership beliefs and expectations for yourself. A few questions you can ask yourself to get started.

1. How will I communicate with my team?
2. How do I expect them to communicate with me?
3. What steps will I take to support, and develop my team on a consistent basis?
4. What impression do I want to leave on people around me, and on my team?

Will the answers to these questions change over time? Will your style change over time, it might. That means your continuing to learn and grow, perhaps from your team, if you have the will and mindset that you can learn from anyone.

As you onboard new members to your team, it is important to share your style and expectations in the onboarding process. This is part of the culture of your team. Leadership may be an adjustment for them, especially those that have only experienced managers in the past.

Next time, I'll talk through how your leadership style should dictate who you hire for your team, the pitfalls of hiring those that can check the boxes on the job description but don't fit your leadership style. Maybe we can throw in some interview questions you can use to help you find the right fit.