What would you do to get someone else to manage your team?

Why is managing a team so bloody hard sometimes?

I hear this a lot from execs and business owners.?The people part of their job is the hardest.?They are always putting out fires and getting annoyed that people aren’t doing the work but here’s what I’ve noticed about it.?

The reason it is hard comes down to one or more of these reasons:?

There is no shared vision.?

Sometimes there is no vision at all.?We all need to know that we are contributing to something bigger than ourselves otherwise what’s the point???

The mundanity of repeating the same thing over and over again starts to grate, people get uneasy and annoyed, engagement drops and the desire to see if the grass really is greener somewhere else is too great.??

A shared vision gives everyone responsibility for seeing it come to life, therefore, reducing the stress on the leader to ‘pull’ everyone else along.

?

An unconscious environment of dependency.?

People either don’t feel like they have the power or the skills to fix the problem themselves.??

Skills are easy to fix but if you haven’t empowered them in the right way they will always come back looking for validation that it’s being done the ‘right way’ for fear of ridicule for giving it a go.

No one consciously creates an environment of fear but it happens. Our mental models unconsciously play out behaviours and patterns that create our environment. And if you are someone who likes to have control then this a good way to ensure you have it but also a good way to make sure everyone needs you to make decisions.

Candid conversations are suppressed for the easy road.?

Let’s face it, who really wants to hear that ‘yes your bum does look big in that’??

Deep down we know it to be true but we don't often want to hear the ugly truth of a situation and in some organisations the ‘shoot the messager’ idea is very much front and centre.??

Acknowledging the good AND the bad is really important.??

They both need to be fully explored without repercussions allowing teams to stop disasters before they happen and to get ahead through innovation.??

Not leaving your baggage at the door.

We all come to work with our baggage, our mental models, and our preconceptions of how things are and how things should be.??Hello EGO!!

All this influences how we relate to the people and the problems in our day.?

Who (i.e. which version of ourselves) we are being when we show up to work directly influences the outcomes we get.??

Is it wounded and everything happens to me, version?

The version who is super empathic to people and their situations?

The version that is so focused on the goal at hand?

The version who is open and curious about what the day might hold?

Check in and set your intention to leave the ego at the door, you will be amazed and what shows up.

Think about the person who is showing and what their intentions are both for yourself and your team.?

Conclusion

You don’t have to do it all by yourself.?You can use these observations above to consider how you can reduce your load and create more #collaboration within your #team .??

You may already notice these things or maybe they are new to you but now you know you can do better.??

You might be thinking, ‘I don’t know how to do this’ or ‘I don’t have the authority to do this’.?Most of this is an inside job and connecting with the ‘who’ you want to show up today and setting an intention can go a long way to reducing the stress and making it easier to do the ‘people’ side of your business.??

#teamdevelopment #leadership #transformation #culturechange