Good management is not something that’s an inherent skill, it must be learned and developed. Managers must be trained how to effectively delegate (not abdicate!), how to make successful hiring decisions, how to monitor, coach and provide constructive feedback to others, and how to prioritize building trust and open communication with direct reports. Intentional measures must be taken to ensure first-time managers find success. Let’s break the chain of “insanity” and do something different to see different results!
What is the appropriate balance between embracing our strengths (and consequently admitting our non-strengths) and being willing to learn new skills, grow, and develop? For how long do we keep stretching before deciding that our professional muscles just aren’t cut out for a certain task, job or role?
All too often, I think we approach collaboration and mentorship with a “survival of the fittest” mentality instead, seeing the pie as a limited size. If the pie can’t grow, then adding more diners will only shrink my piece. This mindset leads to an unhealthy view of personal and professional growth & development.