Managing People Is Hard. Here’s What Actually Works.
There’s a moment every leader encounters, whether they’ve been managing for one year, ten or twenty-five, where they think:
“Managing people would be much easier if people were less nuanced.”
People are not robots, and they are not AI. Managing people isn’t about being the smartest person in the room or checking all the boxes on a to-do list. It’s about genuine communication, trust, accountability, and learning to navigate the grey areas.
In my work with managers, I hear the same questions come up again and again:
How do I give feedback without making an already tricky situation worse?
How do I motivate someone to take ownership of their work instead of just doing what they are told?
How do I manage performance and hold my team accountable without micromanaging? I don’t have time to micromanage and nor do I want to be that type of a manager.
These aren’t easy questions! Every situation is complex, and often emotions play a role too. But, with some know-how, skills, and frameworks, you can manage these situations more confidently.
Managing people is hard.
People are not robots and they are not AI. Managing people isn’t about being the smartest person in the room or checking all the boxes on a to-do list. It’s about genuine communication, trust, accountability, and learning to navigate the grey areas.
What contributes to becoming a more confident manager?
Learning and practicing how to give feedback that impacts the results and behavior. This includes giving positive, affirmative feedback when your team members perform well. On the flip side, I find people fiercely avoid giving feedback when a team member is not performing or behaving as planned. Sure it’s uncomfortable, but wouldn’t you want to know if you were not contributing or aligning with your role?
Creating a practical flow for how you manage your team. This includes one-on-one meetings, team meetings, performance management, and coaching conversations. Additionally, a good cadence of team building in various forms.
Building and setting your own Management Visions and Tone. This gives you a North Star to navigate towards when things are going right, and it gives you a sure path when you run into a difficult situation. Knowing what you stand for and what you as a manager are trying to accomplish can be liberating.
==========
These are a few strategies included in the Manager Training Series. If you’re looking to build more confidence in yourself as a manager consider joining the next cohort.
The Manager Training Series is an 8-week live, virtual experience for people who are currently managing, have already experienced some management reps, and are ready to get even better.
If you’re a leader (or have someone on your team who is), this series begins on May 6. Enrollment is open now.
