Do you dread managing staff?

There are two distinct types of business owners, those who strive to build a business large enough to support or team and those who never want to manage a team ever. Like EVER.

Sometimes it is down to a traumatic past management experience or other times it’s the belief that no one will be able to do it as well as you.

Can you relate …

It happens in the corporate world too.

Simon was an IT genius, so when his boss left and the role was opened up for internal candidates, we were all waiting in anticipation for his application to hit our inboxes, but when he hadn’t expressed an interest in the role 24 hours before deadline I thought I’d have a chat and check everything was ok. Simon told me he loved his role and had no interest in managing a team, taking on their issues and spending less time working on the systems he loved.

I could understand where he was coming from, I went through the same challenge with my first large scale senior HR role and so I was able to share that as a manager it is your responsibility to get things done but that doesn’t mean you have to do it. It is in your gift to develop others by delegating tasks and using your skills and knowledge to improve the department. I also promised to ensure he received the management training he needed should he be successful in obtaining the role.

After our talk Simon did apply for the role and was successful, he was recognised for his outstanding contribution and with coaching and an awesome mentor is now Head of Department.

Do you feel fearful that managing a team will dilute your fun and control?

The truth is, the power is in YOUR hands.

Management is a skill like any other, you have to learn the theory and then apply it practically to hone your skills. Everybody makes mistakes, you haven’t gotten to where you are with your business without making mistakes, so you have to accept that your team will make them too. The important thing is that you give them the feedback needed to improve.

If you are wary about adding to your team or delegating more responsibility, here are three tips to help you:

1. Be clear about the outcome, you need to clearly demonstrate what good looks like. Don’t get bogged down in the detail your team may well have a more efficient way to reach the goal

2. Allow extra time, give a deadline with some wriggle room so that if things need to be tweaked you have time to give feedback and get your team member to action rather than do it yourself.

3. Give positive feedback, everybody likes to hear ‘Well Done’ and it motivates them to continue striving for excellence

If you need some help with getting the Managment Fundamentals right, contact us here to see how we can assist you.

Why you need a Critical Friend

When I worked corporately, we would always talk to potential clients about being their critical friend as well as their strategic partner. We wanted them to know that while we might highlight any issues within their organisation, we were there to help find a solution. It wasn’t about fault, it was about improvement.

A critical friend is defined as:

“someone who is encouraging  and supportive, but who also provides honest and often candid feedback that may be uncomfortable or difficult to hear. In short, a critical friend is someone who agrees to speak truthfully, but constructively, about weaknesses, problems, and emotionally charged issues”

Do you have anyone like that?

A lot of business owners talk about having a “Business buddy”, they can work in the same way as a critical friend, they are someone to bounce ideas off and share your business woes, it a bit of peer coaching – problem is if this person just comforts you and says that all your ideas are wonderful, ESPECIALLY if they aren’t your ideal client!

You need feedback or input that is based on facts rather than just feelings. A true critical friend should have the knowledge to help you with your business, perhaps you both work with similar client groups, e.g. A Wedding Photographer and a Florist or they work with other clients that provide the type of products or services that you do.

Having critical friendships within peer groups of your organisation is also key, we call them peer coaching groups, for example you could have all your managers as a group (no more than 8) and they can share their learning and challenges with one another, it helps individual fell supported, even if they are normally in another building with their team.

Often the nature of HR work means we end up being critical friends with our clients, because we know the secrets and the strategy. It’s a great compliment to be asked your opinion, but also a great responsibility.

Do you have a critical friend? If not I’d suggest finding one, they could make all the difference to your business and personal growth (and mental health).