I’m too busy to save any time
For anyone who has ‘manager’ in their job title or a team of people who report into them, the quest to save time begins with the examination of how the time is currently being spent. Only a little amount of digging is required before unearthing that the activities of the said manager involves doing tasks they shouldn’t.
If the goal of a leader is to get the best out of the people around them, why then do so many managers limit what they can do and how they do it?
The malaise of this dynamic is quick to diagnose. ‘Manager is frustrated that people around them don’t step up and take responsibility, and the people reporting into said manager are frustrated that the job they were hoping to do, can’t be done because of the ‘blockage’ that is the manager.’
Whilst each party can take the moral high ground of ‘if only they would…’ it is the manager, or team leader, who holds the key to breaking this deadlock and recovering the time.
So what needs to be different?
When you examine the balance of responsibility, you will find that where you read the word manager, it often needs to be replaced by the word Parent. Parents in the workplace show up in two guises, Benevolent or Dominant. The caring parent often says things like ‘don’t worry, I’ll sort it. Leave it on my desk and I’ll look at it later.” That kind of benevolence is not only smothering but limits and disconnects the team member for ever stepping up and taking responsibility for their own actions. Why should they? The benevolent parent does it for them!
The flip side of the benevolent parent is the dominant parent. Their approach is much more direct and forceful and shows up with a ‘Do it this way’ and ‘I want it like this…’
Whilst the style is stronger and much more command and control, the effect is still as disengaging. The trick in shifting the responsibility monkey off the manager’s back is done using this three step model:
REMEMBER: Your role is to get the best out of the people around you.
STOP USING THE SENTENCE: “What you should do.”
START USING THE SENTENCE: “What should you do?”
This simple approach not only pushes back responsibility but it is a fantastic engagement tool for getting people to step up and own what they do. It is also the key to getting your hour back. Consider this. How many times a day do you get people presenting you with issues that they could have really figured out for themselves? (if you’d let them) Or how much time do you spend rectifying other peoples’ mistakes?
What is the root cause of the problem?.... It’s probably your workplace parenting.
So ask yourself, do these people drive to work?
Do they have mortgages, pay rent for their homes?
Do they have families of their own?
If the answer to these questions is yes, then these very same people are up for the challenge to not only step up, give you your time back, but also own and enjoy what they do, to their best ability. If you are able to play a part in all of that, then congratulations, you’re doing a great job and look out for the time you’re saving.
That hour a day is coming, don’t waste it.