Introduction
In "Everyone Deserves a Great Manager," Victoria Roos Olsson presents a comprehensive guide for new and experienced managers alike. The book explores six essential practices that can transform an ordinary manager into an exceptional leader. Drawing from real-world experiences and practical insights, Olsson offers a roadmap for navigating the challenges of leadership and fostering a thriving team environment.
The Unexpected Journey to Management
Many people find themselves thrust into management roles without proper training or preparation. This is a common scenario in the business world, where high performers are often promoted to leadership positions based on their individual achievements rather than their ability to lead others.
The author shares a personal anecdote about Scott Jeffrey Miller, who at 27 was promoted to a management position after just three months in a sales job. Eager to impress, Miller implemented strict rules and micromanaged his team, resulting in his demotion after just three weeks. This story highlights a crucial point: being good at your job doesn't automatically make you a good manager.
Surprisingly, the average age of a first-time leader is 30, but most don't receive any formal leadership training for another twelve years. This gap in training can lead to a host of problems, affecting not only the manager's performance but also the well-being and productivity of their team members.
The book emphasizes that leadership skills are not innate but can be learned and developed. By focusing on six key practices, managers can build a strong foundation for effective leadership, benefiting both themselves and their team members.
Practice 1: Shifting Focus from Personal to Team Success
One of the most significant challenges new managers face is the shift from being an individual contributor to a team leader. The book illustrates this through the story of Carolyn, a high-performing salesperson who struggled in her new management role.
Carolyn's mistake was continuing to focus on her personal sales targets rather than developing her team's skills. She would often take over client meetings when deals seemed to be slipping away, demonstrating her own sales prowess but denying her team members the opportunity to learn and grow.
The key lesson here is that a manager's success is no longer measured by their individual achievements but by the collective success of their team. This requires a fundamental shift in mindset:
- Allow team members to make mistakes and learn from them
- Prioritize team development over personal accomplishments
- Focus on supporting and coaching team members rather than doing the work yourself
To become an effective leader, managers must learn to step back and create opportunities for their team to shine. This might mean allowing deals to fall through in the short term, but it will lead to stronger, more capable team members in the long run.
Practice 2: Conducting Effective One-on-One Meetings
The importance of regular, meaningful one-on-one meetings with team members is highlighted through the story of Joanna, a high-performing remote employee who resigned unexpectedly. Despite her excellent work, Joanna felt disconnected from her manager and the company, illustrating the critical role that personal connection plays in employee engagement and retention.
One-on-one meetings serve several crucial purposes:
- Building personal connections with team members
- Providing individualized coaching and support
- Gaining insights into team dynamics and potential issues
- Demonstrating that you value your employees as individuals
To conduct effective one-on-ones:
- Schedule regular meetings with each team member
- Focus on the employee's needs, concerns, and goals rather than project updates
- Practice active listening, allowing the employee to speak without interruption
- Work together to develop action plans for addressing challenges or achieving goals
By prioritizing these personal connections, managers can foster a sense of belonging and engagement among their team members, leading to improved performance and job satisfaction.
Practice 3: Connecting Team Efforts to Company Vision
A common pitfall for managers is failing to communicate the "why" behind tasks and projects. When employees don't understand how their work contributes to the bigger picture, motivation and engagement suffer.
To address this issue:
- Ensure you have a clear understanding of the company's goals and priorities
- Share this information with your team in a dedicated meeting
- Collaboratively explore ways your team can contribute to these goals
- Set specific team objectives that align with the company vision
- Assign clear responsibilities to team members
- Hold regular check-ins to track progress and maintain focus
By connecting individual efforts to the larger company vision, managers can instill a sense of purpose and ownership in their team members. This approach not only improves motivation but also encourages innovation and proactive problem-solving.
Practice 4: Mastering the Art of Feedback
Effective feedback is a crucial skill for managers, yet many struggle with delivering it constructively. The book emphasizes that feedback should be viewed as a tool for guiding skill development rather than criticism or punishment.
There are two main types of feedback:
- Reinforcing feedback: Highlighting positive behaviors or contributions to encourage their continuation
- Redirecting feedback: Addressing areas that need improvement or change
When delivering redirecting feedback:
- Plan your approach in advance
- Focus on specific behaviors and their impact, avoiding personal judgments
- Allow the employee time to process their emotional response
- Work together to create an action plan for improvement
By mastering the art of feedback, managers can help their team members grow and develop their skills while maintaining a positive and supportive work environment.
Practice 5: Navigating Organizational Change
Change is an inevitable part of business, and as a manager, you play a crucial role in guiding your team through periods of transition. The book outlines four phases of change that teams typically experience:
- Status quo disruption: The initial announcement of change, characterized by uncertainty and anxiety
- Panic and resistance: Detailed information about the change is shared, leading to heightened stress and potential performance issues
- Implementation: The team begins to accept the change and adapt to new ways of working
- New normal: The change is fully integrated, and the team adjusts to the updated status quo
To effectively lead your team through change:
- Communicate openly and frequently, even if you don't have all the answers
- Develop an action plan to guide your team through the transition
- Seek input from team members to give them a sense of control
- Prioritize essential tasks during the implementation phase
- Reflect on lessons learned to prepare for future changes
By understanding and anticipating these phases, managers can help their teams navigate change with minimal disruption and emerge stronger on the other side.
Practice 6: Managing Energy and Time Effectively
Burnout is a significant issue in today's workforce, with studies suggesting that up to two-thirds of employees experience it. As a manager, it's crucial to maintain your own well-being while also supporting your team's work-life balance.
To manage your energy effectively:
- Identify your natural energy rhythms throughout the day
- Schedule high-focus tasks during your peak energy periods
- Use lower-energy times for more routine or administrative work
To manage your time:
- Define your core priorities as a leader
- Learn to say no to tasks that don't align with these priorities
- Delegate responsibilities to team members when appropriate
By managing your energy and time effectively, you can maintain your own well-being while setting a positive example for your team.
Practical Applications and Examples
Throughout the book, Olsson provides numerous real-world examples and practical tips for implementing these six practices. Here are some additional insights and applications:
Encouraging Growth Through Mistakes
Instead of swooping in to save the day when a team member is struggling, use it as a learning opportunity. For example, if a sales representative is having trouble closing a deal, resist the urge to take over. Instead, allow them to complete the interaction, then debrief afterward to discuss what went well and what could be improved.
Personalizing One-on-One Meetings
Tailor your approach to one-on-one meetings based on each team member's preferences and needs. Some employees may prefer a structured agenda, while others might appreciate a more casual conversation. Be flexible and adapt your style to get the most out of these interactions.
Creative Goal-Setting
When aligning team goals with company objectives, encourage creative thinking. For instance, if the company aims to improve customer satisfaction, brainstorm unique ways your team can contribute, such as developing a new feedback system or creating a customer appreciation program.
Feedback in Action
Practice giving both reinforcing and redirecting feedback regularly. For reinforcing feedback, be specific about what the employee did well and how it impacted the team or company. For redirecting feedback, focus on actionable steps for improvement rather than dwelling on past mistakes.
Change Management Techniques
During periods of change, consider implementing daily stand-up meetings to keep everyone informed and aligned. Use these brief sessions to address concerns, share updates, and maintain team morale.
Energy Management Strategies
Encourage your team to identify their own energy patterns and adjust their work schedules accordingly, if possible. This might involve implementing flexible working hours or allowing for short breaks during low-energy periods.
The Ripple Effect of Great Management
As you implement these practices, you'll likely notice a positive ripple effect throughout your team and organization. Improved communication, increased engagement, and higher productivity are just a few of the benefits that can result from effective management.
Moreover, by modeling these behaviors, you're setting an example for future leaders within your team. As your team members observe and experience the benefits of great management, they'll be better prepared to take on leadership roles themselves in the future.
Overcoming Common Challenges
While implementing these practices, you may encounter some common challenges:
- Resistance to change from team members
- Time constraints that make it difficult to prioritize one-on-one meetings
- Discomfort with giving feedback, especially when it's redirecting
- Balancing company demands with team needs
To overcome these challenges:
- Be patient and persistent in your efforts to implement new practices
- Communicate openly with your team about why these changes are important
- Start small, focusing on one or two practices at a time
- Seek support from your own manager or mentor
- Regularly reflect on your progress and adjust your approach as needed
The Ongoing Journey of Leadership
Becoming a great manager is not a destination but an ongoing journey. As you grow in your role, you'll continually refine your skills and adapt to new challenges. The six practices outlined in this book provide a solid foundation, but effective leadership requires a commitment to lifelong learning and self-improvement.
Some ways to continue your leadership development include:
- Seeking out mentorship opportunities
- Reading widely on leadership and management topics
- Attending workshops and conferences
- Soliciting feedback from your team and peers
- Reflecting regularly on your experiences and lessons learned
Conclusion: The Impact of Great Management
"Everyone Deserves a Great Manager" emphasizes that effective leadership is not an innate talent but a skill that can be developed through intentional practice and continuous learning. By focusing on the six critical practices outlined in the book – shifting focus to team success, conducting effective one-on-ones, aligning with company vision, mastering feedback, navigating change, and managing energy and time – managers can significantly improve their leadership abilities and create a positive impact on their teams and organizations.
The ripple effects of great management extend far beyond immediate team performance. When employees feel supported, valued, and connected to a larger purpose, they're more likely to be engaged, innovative, and committed to their work. This, in turn, leads to improved organizational outcomes, from increased productivity to higher employee retention rates.
Moreover, by modeling effective leadership behaviors, managers contribute to a positive workplace culture and help develop the next generation of leaders within their organizations. As more managers adopt these practices, the overall quality of leadership in the business world can improve, creating better work environments and more successful companies.
In essence, the message of "Everyone Deserves a Great Manager" is both a call to action and a roadmap for improvement. It challenges managers at all levels to reflect on their current practices, identify areas for growth, and commit to becoming the kind of leader that every employee hopes to work for. By doing so, managers not only enhance their own careers but also contribute to the success and well-being of countless others in their professional orbit.
The journey to becoming a great manager may be challenging, but it's one of the most rewarding paths a professional can undertake. With dedication, practice, and a willingness to learn and adapt, any manager can develop the skills needed to lead their team to success and create a positive, thriving work environment where everyone has the opportunity to excel.