Manager or Friend?

Been about a week since writing and there are many reasons for that. Aside from chasing kids, finishing a basement, working on 6 websites while bringing in new customers for my business, and looking for time to run … I was offered a job with a digital music company. That is some pretty cool stuff. I like to keep busy, manage people, play music, and write code … a strange mix that has been a challenge to fulfill in a day job. This position would allow me to do all 3!

Managing people is a daily challenge. The chance to guide, mentor, and show how you can lead without being a stressed out micro-manager who people don’t want to approach. There is a fine line between friend and manager and it takes a certain personality and style to walk it. Many choose to not lead or manage because of the ‘drama.’ A good manage can cut the drama off at the beginning. A lack of experienced manager can contribute to the drama.

I have led workshops and spoken at conferences on the topic “leading through storytelling.” Use your experiences that you have had with past managers to judge how you can manage. Even if you have not had a great manager, you know the signs of a bad one. Avoid those choices that make you like the bad manager.

Tips on how to succeed as a manager who can be seen as a friend:

1) Set clear expectations
Do this in writing. With Instant Messenger and hallway conversations, expectations can become vague and misinterpreted quickly. 2) Help employees solve their own issues
While it is easier to just solve it for them, guiding and mentoring them to learn how to manage issues and themselves will allow them to grow professionally and eventually help you. 3) Be Fair
If you are going to hold a rule and expectation against one person, you had better do it for all. Even if it is a rule that states being 7 minutes late 3 days in a month … you need to follow through. If you disagree with the rule, voice your opinion and get it changed. 4) Listen
Not as easy as it sounds. With all the decisions we have to make in a day, stopping and really listening is hard. We are in a society always on the go, so stopping to hear someone talk about an issue or problem they are having can be tough. 5) Take Action
When an employee or your team has an idea or concern, do something about it. There is no faster way to create team loyalty then to show you are listening and care. Action also means holding people accountable and working with them to put together a developmental plan to avoid future mistakes. If someone misses a deadline, put it on the employee to develop a strategy and plans to ensure other employees don’t miss deadlines.

Use mistakes as a learning opportunity not only for the employee, but for the entire team. Instead of making it negative, turn it into a way the employee can contribute a revelation for the company.

Who knows, maybe the employee is just not being challenged enough. Those of us not challenged, do not pay as close attention.