It’s MORE than just “management.”
Whether it’s the assistant that doesn’t understand timelines or the one who can’t get it right the first (or second) time, we find ourselves going in circles to get sh*t done when there’s way bigger fish to fry. So what’s the catch? Well, you might want to ask yourself, “Am I managing my team or directing them?” There’s a difference! As the boss, your agenda should be on top-level items: setting goals, providing tools, and defining success for your team. That then trickles down to your team, who should be managing themselves. It might sound easy in theory but we know it’s hard in practice (been there, done that, still doing it). Good news is we’ve got a few tips to get you rolling.
The 4C’s of
Directing like a BOSS
BECAUSE: Unfortunately, we’re not all mind readers. Save yourself the annoyance of confusion and be crystal clear when talking about what you want and expect from your team. Bonus points for taking the time to understand the different ways each of your colleagues learns – whether they lean on visuals or need some examples, cater to their style and you’ll all find success sooner.
BE WARNED: Let’s just say communication is the backbone of directing a team. Without it, you’re going to find yourself burning the midnight oil to catch up on the tasks that your team totally effed up.
BECAUSE: There’s no “I” in team, or in boss for that matter. Working together can unlock opportunities and solutions you couldn’t come to on your own. The sense of collectiveness will also instill responsibility and ownership in your employees. They’ll feel more invested in your business, which is always a good thing.
BE WARNED: A “my way or the highway” style of micro managing will get you nowhere fast. Not only is it totally annoying but also completely inefficient (see above: you have bigger fish to fry). Empower your team and make them feel they have something to add. Which they do! Otherwise, why did you hire them?
BECAUSE: Give credit where credit is due. When it comes to team members, you’re not only building a positive rapport but also giving them a boost of confidence to keep doing great work! Pro tip: it’s the cheapest way to increase employee morale. Regardless of who you are, positive reinforcement will always make you feel like a million bucks.
BE WARNED: Lack of accolades isn’t great for company morale…or employee retention…or your continued efforts to find your Zen. We’re big believers in the power of positive reinforcement so why not check your ego at the door and give credit where credit’s due. A little goes a long way.
4. CONSTRUCTIVE CRITICISM
BECAUSE: One word: GROWTH. As the boss, for better or worse, it’s part of the gig to support growth in our team members. Honest feedback delivered in a clear and encouraging way will truly resonate with your team to push them to improve and do better work. All that equals less micro managing and more time dedicated to important boss stuff…like finding the perfect LBD for your next speaking engagement.
BE WARNED: Cue resentment. Without critique, your team can’t look back to look forward and set themselves up for success. Which is incredibly frustrating to them and it’s going to be incredibly frustrating for you too. Skip the passive aggressive hostilities by doling out advice that they can use to create an action plan to accomplishment.
So to sum it up: Communicate, Collaborate, Compliment and Constructive Criticism. Rinse and repeat for team-fueled success and hard-earned BOSS freedom!