Lead v.s. Manage

My day began with the reference check question:

“Can you provide us insight on how best to manage this recruit?”

The question, often asked, undoubtedly with best intentions, causes me to pause. Maybe I focus to much on words vs intent, but Managing is about ensuring those being managed understand what lines they need to walk within, and how fast. Controlling. Restraining. I am reminded about how I am escorted onto a plane in a small airport, following the employee, safely to the bottom of the stairs.

While some organizations require their employees to follow instructions to ensure everyone performs/ arrives safely at the end of their day, my world usually requires innovation, speed of delivery, brilliance of creativity and collaborative, cohesive teamwork.

”I worked well with X by partnering with them. Letting them know where we, as a team, were headed, what we needed to get there, where I suspected this person’s skills might be leveraged, while leaving them to figure out the how and the what. I also let them know that it was an open door and collaboration meant communication.”

Leadership is about guiding. Going in front.

It’s about believing each individual is fully capable of succeeding at the tasks at hand, with more to spare. It is about seeing nuggets of brilliance within each individual that they may or may not recognize, and given opportunity, support and trust, they will surprise and surpass expectations. It’s about knowing the strengths and skills and quirks of each team member and finding ways to help them excel, to cast lights on their less recognized strengths in such a manner that they shine. It s about letting go. Letting them try and fail and learn and grow in small steps. Not controlling.

It is about having their backs: protecting their space and allowing them to do their best work. (And it’s about having transparent conversations when the work misses the mark.)

The teams I led always surprised and surpassed, delighted and delivered - beyond my expectations.