Validate & Challenge - An integrated quality for people managers to imbibe for the development of individuals in their team.

For every people manager, it is a huge challenge most often. They would like to connect with their team, build rapport, be in communion, work together and thrive together. But here comes the time for performance review. Forget that, luckily that comes only once in six months. Every day one needs to also share feedback, challenge people, and request / inspire them to perform at their next level. And hopefully once in a blue moon comes time to have some difficult conversations.

We at People First believe that for an individual to train to become a good people manager takes about four to eight years of training. This goes beyond what is currently provided during training and coaching at the workplace. The aspiration to become a good People Manager if it is there intrinsically within self then we can explore many of these interesting facets of the role.

Back to our exploration! So, the first poise I have with my team member is one of Validation. I need to authentically see the best in them, their potentials, strengths, and aspirations. Well, I need to also be aware of their shortcomings, gaps, lesser skills, etc. Holding back the poise of validation is accepting them where they are! Many managers make the error of using the method of PUSHING to try and get the best out of people. While it may work short term, it has quite damaging psychological and emotional side effects. It’s a person who does not wish to take the time to build this integrated quality of validate-challenge who will take the shortcut of pressure.

Now in the acceptance poise, we are meeting them in their world.?

And then just around the corner of this validation and acceptance, we can begin to challenge them. The trick is not to lose the seat of acceptance. From this as the base we see their potential, we see the extra edge the job demands, we remember the client’s ask to play at a better level, etc. We remind them of this, repeatedly as needed. Always being at acceptance and always supporting change, growth, progress, and evolution.

Well, there is no technique to this. As children we all played see-saw, right? Suddenly we are up and then down and then up and down again. In the same way, always start with acceptance. Then it goes too much you will notice gaps in performance, attitude, integrity, etc. You start coming in and you can catch yourself. Hey, I am pushing a step back. Be in acceptance and then begin to ask/remind/inspire them on the next level needed. Some managers just say and expect the other to walk the mile. It will work for some. For others, just a little clue or spoon-feeding helps. Often, they just want to know. From there they can take on.

And then one day we realize this is the day where I am going to be tested. The other is not at all interested in the work and is not willing to crack something needed. Now you come from personal conviction and hold the larger purpose and discuss. However, never leave the thread that in front of you is a human being who has some other beautiful skills too. So, you hold that and yet be quite objective to the work at hand too. As a people manager, you are responsible for delivery too.

So, through trial and error, you learn this integrated quality of validation and challenge.

Do remember to give this quality to yourself.

******

This article is written by Arul Dev.

Practice for yourself. Write in your insights/thoughts to us at [email protected]