It’s hugely frustrating when you hear something like this from your team, right? Especially if you’re asking them to be more of a leader and less of a doer.
But what if they say they’re at full capacity?
Here’s how you can help your managers fit leadership development into their day jobs:
Encourage your manager to focus on the stuff that matters. Can they drop any tasks that don’t bring value? Where can they start saying no more?
What behaviour change will bring them the biggest impact? Offer feedback. Suggest they ask for more feedback (and not just from their fan club).
Help them experiment
For instance, if they’re trying to develop their team: “when your team seek a solution, ask them an open question first”.
Help them share
Suggest they tell their team the plan, and request the team point out any time they fall back on bad habits. For instance, “if I step in to offer a solution and don’t ask an open question – point it out!”
Set up a weekly reflection
What will they stop, start and continue the following week? This 121 needn’t be more than 20 minutes long.
You’ll be surprised how quickly your managers will start:
– getting more results with their teams
– looking over the horizon more
– tackling those ‘difficult’ conversations
– taking more off your plate
And what’s in it for you if your managers are dialling up their leadership skills and becoming more promotion ready?
How about: Less firefighting. More breathing space. The ability to step back and get a bigger picture view. Creating more business growth potential.
Getting more enjoyment in work & life maybe?
p.s. and obviously all the above steps apply to you too – role modelling these behaviours is the best way to encourage your managers to step up their leadership.