Managing other people is not about control. It is not about telling them what to do. Managing other people is about love. If you do not love people, you can’t work with them.
Love means you care. Love says, ‘I see you. I am with you.’ The question is, ‘Are you a great change manager? Do you care about your people? Are you in the game for yourself? Or are you in it for others?
According to Scott Miller, ‘One of your key assignments is to help change feel participatory for your team.’
‘As effective as your first communication might have been, your team will need time to process and understand the change.’
‘Information and action are the antidotes to fear.’
‘… Communicate comprehensively and constantly.
‘Communicating change simply, clearly, and with respect for the concerns and experience of your direct reports is key to kicking off a change initiative in a positive way.’
‘Don’t make your direct reports guess your motivations for requesting feedback.’
‘Leaders provide feedback to help people see what they are not seeing.’
‘When a leader delegates and gets back a poor result, it is usually the leader’s responsibility.’
‘Great leaders plan goals with their teams rather than for them, and delegate tasks without abandoning or micromanaging. They shift from telling team members what to do, to aligning their work to greater purposes and supporting their efforts.’
‘Because you’re a leader, you’re noticed. Every time you communicate, every time you open your mouth, you create culture.’
Source:
Scott Miller, Todd Davis and Victoria Roos Olsson (2019). Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team
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