Mindful Managers are in demand
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 mean mindful managers are very much in demand.
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.
The power of words
One powerful component of the refining has come in the form of recognizing the power of the words I use. Also how MY TEAM understands them. I realized the language I use to engage my team in is vitally important. The language I use adds to the effective communication and efficient expression of our mission and vision. Too often, I’ve found myself backtracking because I used a particular phrase or word. Only later, to find out the definition of that phrase held another meaning or variation. Too far from my intention to get the result I needed. Mindful managers are thoughtful about the language they use.
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 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 open 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 business needs. The expectations surrounding, job “requirements”, descriptions, exchange of skill set for pay and the overarching collaboration of delivering the outcome “demanded” by the company.
Quality of experience
For me, there is another powerful step that made an impact in increasing the quality of experience our customers have. This 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. They create companies people want to support and ENJOY working for. One of the ways they achieve this is by recruiting mindful managers. In the most practical sense, for me, 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 practising 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 increased respect for ourselves. And for each other as a more solid and effective expression of our intention.