Managing people is challenging for many individuals and, therefore, in many cases, great professionals never take the decision to jump into a management role.
In this video we describe two of the most common reasons why managing people can be challenging, and offer a different perspective to change the way you can approach these reasons, if you suffer from any of them.
We don't need to stop being ourselves to become successful leaders in our organization. We just need to identify the skills we miss and need to master.
To your growth and success.
Eduard.
Video Transcript
What makes managing people challenging for you?
Behind this question we can find the reasons why so many great individuals never take the chance, never take the step, to becoming managers or leaders in their organizations.
And this is really a shame. It's really a shame because by not becoming a leader or manager, you're preventing your organization from receiving that additional value that you can provide versus working independently.
Management and Leadership are tools, or techniques, to amplify the value that we can provide versus working alone.
The purpose of today's video is to present here the two most common reasons that make managing people challenging for many individuals, and, maybe inspire you, or convince you, to take this step, take the jump and become a manager or leader in your organization.
Let's review these two main reasons that make managing people uncomfortable, or challenging, for many individuals.
Reason #1: Managing people means confronting people.
We have to confront people. We have to confront ideas. We have to confront behaviors. We have to confront attitudes. We have to confront performance issues. We have to provide feedback...
And this process scares the hell out, especially introverts. Introverts are really uncomfortable in that process of confronting people. And that's because, one main reason for that is, the image that we have on how a great leader should act, what a great leader should look like to be called a 'Leader'.
And we all have in mind that image, that they try to sell to all of us on how a leader should look like: like a charismatic person, driven and self-confident, aggressive to achieve short-term results, looking for power more than, probably, deepening their relationship with their teams...
And, especially introverted personalities, are uncomfortable in this situation. And they say: "I cannot act like this. I'm not like that. So, since I'm not like that, I cannot be a manager or leader in my organization".
But reality is totally different. The reality is telling us that there are leaders who are also introverts and are great leaders. We all know Tesla's Elon Musk, we know Facebook's Mark Zuckerberg, we know Bill Gates, Warren Buffet, Barack Obama, Albert Einstein...
There are countless of leaders who are, or were, introverts, and who are, or were, great leaders in what they do or did. So, if you're an introvert and you don't know, or you're uncomfortable in this process of confronting people, I would not worry because you would learn, you will learn a lot of techniques, and processes, and tools on how to do that in a much more efficient and impactful way, being more aligned with who you are and with the way you like doing things.
So, if you are an introvert and you are scared about confronting people, I will say, do not worry. You will do that. And you will enjoy doing that in a very natural way.
Reason #2 why managing people is so challenging for many individuals: It's the concept behind "I, as a manager, I have to have all the answers". I have to know everything of what's going on.
That probably was true decades ago when the manager, or leader, was the boss, who knew everything and who was telling everybody else what they had to do. Today, with the fast development of knowledge, technology, team dynamics, that situation has disappeared and there is no leader or manager who can have all the answers. We have to rely on our teams to do the job.
I like this quote by Steve Jobs that said "We don't hire people and tell them what to do; we hire smart people for them to tell us what we should do"
In my professional career, exactly the best leaders and managers I had were not experts on our domain of activity. And the opposite was true: the more experts, the worse they were as leaders and managers.
So, these are the two reasons. First reason is 'confronting people'. Second reason is 'the need to know'.
I would like to hear your opinion. I'd like to hear your perspective. So please drop a comment below on what you think about these two reasons why people are considering so challenging, managing other people.
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Thank you very much for listening today.
Take care.
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