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Your Success Lies in Your Management Skills
Success is in managing your teams and not in "doing" the work.
1. Recruit and Manage people well, and you will have a great team, with excellent staff morale and significant productivity/profitability and a great life/style with little stress.
2. Even with the right recruit, you will have poor staff morale, poor productivity/profits, poor lifestyle, and plenty of stress if managed poorly.
Inadequate management of your team will see you frequently dragging back into putting out fires and working in Quad-A (Urgent & Important)
This may sound like common sense. However, it is harder said than done.
Having good management is challenging to do, and if done poorly, it can cause so much damage to so many people around you: staff, clients/customers, suppliers, and shareholders.
3. So, training and managing them well.
Don't do the work exceptionally. If you "enjoy it," then you are in the wrong seat.
It would help if you enjoyed people to be a good manager.
Get as much management training as you can.
Doing the work is easy.
Managing staff is a skill and an art and very difficult.
But if you want to be effective, you have to understand how to manage people.
The How - A good leader plays the "ball" and not the "man."
Don't blame or judge them (playing the man). Instead, just focus on finding a solution to the problem (playing the ball).
If you are unsure, spend lots of time with them (your team) without blaming or judging.
You cannot go wrong with "overreaching" and spending "more time" than "less time."
Most difficulties occur due to spending Too Little time and Not due to spending too much time.
Ask for help.
Having Difficult Conversations
As a leader of your team, you need to have the ability to "confront" situations and have those difficult conversations and not shy away from them; otherwise, problems fester and grow into more significant issues.
"Confront" is not identical to being "confrontational."
A problematic discussion is more manageable by modifying the problem and not assessing or judging the person.
Try this. Next time if one of your staff makes a blunder having no facial expressions, focus on fixing the problem. No assessing or judging and see how it turns out.
"Confrontational" is blaming the person and having a massive fight over pride, ego, and "being right" rather than fixing it with the “right solution."
Having a manager who cannot confront situations and have difficult conversations should not be a leader/Manager.
If they desire to be a leader, they better learn and get up to speed. Otherwise, things will fall apart around them, and they will find problems constantly surround them.
Usually, if they spent the same time uncovering solutions as they spent blaming someone else, problems would not appear to follow them around.
Uncovering a solution and the problem definitely will go away.
Constantly finding solutions regularly, and problems never surround you.
Blaming the person creates more problems as the original problem has not gone away, and you end up with lots more issues around you.
Alternatively, get out of being a manager. (this applies to the future and all staff who want to be managers as everyone thinks they can be managers. Not so
If it's not in their nature, get them out of Managing; otherwise, they will damage people around them.
If you have to keep fixing problems for someone, then they are in the wrong seat.
As the leader, put them in the right seat with the proper training, and they will be happier, and things will be much better for everyone.
Very few people are outright destructive. (Although there is a handful).
Most of them are just in the wrong seat. If they are in the right seat, then they are fantastic.
Grinders should remain at grinding. Minders should stay at Managing and not being grinders. And finders should stay in their lane.
Keep everyone on their track and bring complementary skills together, working together as a team and watch the leverage created like the synergistic magic of music in harmony.
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