If there’s one thing I know all to well is, bad bosses won’t help a team, the business, or even themselves be successful. So, what can team members, senior managers, and HR leaders do about them?
In this week’s podcast episode, the incredible Michelle Hoffman of The Art of Relationshipping, brought her first-hand experience, insights, and tips to help who she calls, eucalyptus managers, transform into true people leaders, who seek to develop the greatest potential in each and every team member.
So, what is a “eucalyptus manager” according to Michelle. She or he are those managers who stifle the growth of their team members, simply by ignoring their role and responsibility to learn about each one, identify the key strengths and skill they possess, and then utilizing those qualities to get the most and best out each.
Michelle’s advice? You can’t change them, but you can change your approach to them.
Now, her first piece of advice is often to the decision makers responsible for assigning individuals to people management roles; and she’ll often recommend they consider shifting these individuals to roles that harness their expertise, without people management responsibilities. She calls it, moving them to the “guru track.”
And, it can significantly transform a team’s dynamic. Afterall, the stats are shocking: 60% of new managers fail within the first 24 months, leading to poor team performance and disengagement.
So, it’s a critical factor for decision makers to consider.
I would also recommend for organization leaders, including HR leaders, to take a look at the training, coaching, and support new managers receive as they transition from individual contributor to people manager. What exposure have they already had to developing people, what development training programs have they attended, or what coaching, either broad around leadership or on specific skills, have they received?
Strong leadership and support early on can turn a struggling manager into a powerhouse leader, potentially preventing them from being given a SME (subject matter expert) role.
Michelle also shared touching stories of helping employees not just in their careers but also in their personal goals; which is greatly overlooked by managers who are consumed with just getting the job done, instead of empowering team members who can make that work easier.
As a manager wanting to be a powerhouse, imagine nurturing employees toward their dream roles; inside or outside their career. It can be an unbelievable game-changer for you, them, and the business. By understanding employee motivations and honing their skills, leaders can foster a supportive culture where everyone thrives.
Adding to that, Michelle highlighted how aligning personal values with organizational goals can boost effectiveness and client retention.
That requires you as a leader to ask, listen, and learn about each of your employees, what they truly want and what they are afraid of… so then you can provide the support they need to optimize their skill and capability in achieving everyone’s goals.
The old saying, ‘People are our number one asset,’ has never been so true as it is today. Skilled and expert professionals are hard to find as they are in great demand, so if you already have them, building genuine relationships with each of them will ensure all of you are successful. More so, you will gain the absolute joy of watching someone rise to their highest potential. For me, that is everything.
POWERHOUSE TIPS:
- Ask each of your team members in one-on-one’s a) what their long term goals are at work and in life b)what do they need to maximize their potential c) what frightens them the most about pursuing those goals
- Listen for understanding (initially) silently, allowing them to fully share. Then, ask clarifying questions for understanding again, not for coaching or instruction.
- Learn over time how to lend support, guidance, coaching, and even critical feedback… so they feel valued, supported, and worthy of achieving their own goals
CHECK OUT the full episode of Relationshipping for Leaders with Michelle Hoffman, and, consider acting on the above powerhouse tips I shared. It will change you.
Cheers,
Bernadette
