Lead People, Manage Things, Develop Strategies to Blend the Two. Gary Wood Jr
People are smart and they know what it feels like to be managed, or what most term as being micro-managed. It most assuredly is not a welcome feeling because it robs an individual of their humanity. What is a reasonable solution? In this context of dehumanizing people, managers and leaders have a daunting task. It really is about how people are treated, not only in the workplace, but in life itself.
I believe in a simple rule for understanding managing and leading. Manage things. Lead people.
Things are managed, like commodities, objects with value which must be controlled to minimize loss and maximize profit. Profit is not necessarily monetary and many can ponder the many different ways profit can be realized, still not the point here, right now. A manager oversees objects like machines or even process because things are not always tangibles.
People are led through several types of leadership. Because we are human and have those nasty things called emotions which have been formed through our life experiences, therefore it is necessary for us all to be led. We all have our own set of perspectives and biases which drive our emotions from moment to moment. Effective leaders understand this and know there is no one-size-fits-all method for leading people. Often times when a leader or manager attempts to create the level playing field their attempts at developing fairness end in a mix of success for some and failure for others.
Leading people starts by understanding each individual’s motivation for doing some task. Why do people do what they do? In my post Hey! See Me? See Me! The Art of Recognition I mentioned people go to work to make money, money provides the ability to meet our needs and desires. There are more motivating factors than just money. People go to work to have social interactions and to pursue interests, these are aspects which fulfill or need to be a part of something, feel valued, and as part of our journey towards self-realization. It is ever so important for leaders and managers to understand the motivating factors which drive people.
Intrinsic vs. Extrinsic motivation theories are very applicable to leadership principles, strategies, and tactics. It is crucial to understand which direction a motivation is coming from, whether it be from internal drive or external needs and desires. A strategy which may be successful is to understand where a person finds their individual motivation, perhaps it is a single mother who wants to raise her child to be a productive and respectful adult citizen or maybe it is a person who wants a new car and is willing to work long hours and overtime to get what they want. Once the root of motivation becomes clear tactics which manipulate those driving factors become apparent, but I caution it is easy to fall into a trap because there are always emotions tied to motivation, even extrinsic motivation.
Unless you are a soothe-sayer who can predict the future or read minds, it is safe to say understanding an individual’s motivational factors is no easy undertaking. Now, imagine being a leader of several to many people and it becomes necessary to understand all of them in order to guide and develop their abilities to complete tasks which effect the organization’s bottom line. I must say this from my own experience, it is an ugly, dirty, and smelly challenge because there is a very fine thin line between knowing someone professionally and personally.
As leaders and managers the task is to first take into account the best interests of the organization. Honestly, if leaders and managers do not put the organization first, there likely will not be an organization for long. It is so much more though than just taking the organization’s position as the most important strategy because there are many factors which contribute to the overall success of an organization. Believe me, it does not matter much if an organization makes a thing or provides a service there will always be one constant variable, people.
More to follow….