Management vs Support
Life throws us so much “stuff” sometimes, it can be challenging to see it all as a gift. We end up having to juggle so many things that to me it is a miracle when I get to crawl into bed some days. Take today for instance: I had car “issues”. That, in and of itself, is stressful. Then my car got vandalized (don’t ask) on top of it all. I had to deal with all this between the hours of 6:30am and 9:30am. Then I came into the office (late, of course). I had a call followed by a staff meeting and then the bookkeeper had questions, too, to which I was the only one with answers. Get the picture?
Here’s the question: how was I supposed to separate the personal stuff from work and be a good employer and leader? How was I supposed to come into the office and be an effective leader/manager? Is it possible, you ask? Yes, and it can either be done well or… not so well. Here’s how I see the distinction.
I was with a client the other day. She was speaking of the challenges of managing her staff well when there were so many “interesting” and varied personalities involved. I suggested to her that she stop viewing her job as “management” and instead look at it as support. Why, you ask? Management is different than leadership. When we are asked to manage others, it’s as if we are given a set of tasks that those we manage must complete. Our job as managers is to just make sure the set of tasks get completed well by those we manage.
Effective and impactful brands are leaders, NOT managers.
Leadership is the brand that I look to cultivate for all clients. Leadership has nothing to do with a checklist or tasks. It also has nothing to do with giving stellar speeches or your title. Leadership is about having a brand that is: a) creative, b) large and forward-looking in scope and outlook and c) kind to those who report to you. If I had to sum up the concept of successful leaders with great brands it would be those who support others well. When we are able to support others in their goals and challenges, we are not only great managers and leaders- we are human beings who care. Simply put, people take instruction and want to be around those who care and practice compassion.
So what does “support” mean? Support is whatever you make it to be. I always try to remember that supporting others may not look the way I think it should be- it is a very individualistic process that is based on the other person’s needs and goals, NOT ours as the supporting leader. This always requires us to choose to see things differently. This is true when you support/lead/manage people at work, when you interact with your spouse/partner and your children.
So stop and ask yourself:
- How do you support others?
- Do you stop to see things differently by putting yourself in their position?
- How can you improve upon your own leadership abilities?
- How can you develop an awareness practice to know when you could care more and be more compassionate to others?