Increased Demand for Mindful Managers
As I’ve navigated growing organizations and businesses, “management” has become a multi-faceted hat to wear that has refined my skills and methodology; comprised of facilitation, regulation, inspiration, clarification, communication, delegation, and so much more.
Having served in various leadership capacities in both business and community groups, the varied “ demands ” have expanded my perception and expression as a person who “manages” others.
One powerful component of the refining has come in the form of recognizing the power of the words I use and how MY TEAM understands them. I realized that the language I use to engage my team in is vitally important to the effective communication and efficient expression of our mission and vision. Too often, I’ve found myself back tracking because I used a particular phrase or word, only later, to later find out that the definition of that phrase held another meaning or variation too far from my intention to get the result I needed.
For instance the word ” demand ” in a business model is often understood as the purchase need of the consumers. No emotion in that definition, right? In a team sense, using the word demand might invoke (demand even?) a more defensive response if the word were to be used to describe the “demands” of the company’s needs. I will potentially have team members that will respond much more openly to a phrase that “enrols them in the company vision” or “mission”. For me, I’m more effective by asking them to engage rather than by demanding that they do. Clearly, an expectation is set from the onset of employment regarding the business needs, the job “requirements”, descriptions, exchange of skill set for pay and the overarching collaboration of delivering the outcome “demanded” by the company.
For me, another powerful step that made an impact in increasing the quality of experience our customers have is to increase the quality of experience our team has while we work and serve. This isn’t new news. Many top organizations have been leading the changes in business effectiveness by creating companies people want to support and ENJOY working for. In the most practical sense, as a manager, this has been best expressed by simply KNOWING the people on my team. Not to know all the details of their lives, but to have a sense of their learning and communication styles, their motives for working on our team, personal understanding of their skill sets and where they want to grow and express potential. Personalizing my approach has strengthened and enhanced my ability to best serve both my team and the overall success of the business.
I believe that being mindful; by recognizing, honouring, and practicing my own personal strengths and challenges in leadership, not only helps me to give more productively, but also increases the commitment of my team members to do the same. At the end of the day, we are left with an increased respect for ourselves and each other as well as a more solid and effective expression of our intention.