1 Thought:

Managing a group of people is a tough role and choices need to be made as to how you are going to lead.

When working with any size team you have multiple personalities that respond to instruction, direction, and critiques in different ways and as a manager it’s your responsibility to lead them all…and treat everyone as equals.

So when trying to motivate, redirect, or simply get everyone on the same page you have to choose whether or not you want to create dopamine or cortisol.

At high level the “cheerleader/coach” style manager is constantly elevating moods and making everyone release dopamine (the feel-good neurotransmitter) which we as people absolutely love.

The other style of manager, “the stricter parent” is the more firm, task driven manager that releases cortisol (stress) which we as people absolutely hate. (we all had one that let us get away with more than the other)

So which one are you now, and which one do you think you need to be for your teams?

I believe the answer is both.

It’s imperative that we be the exact right mixture of both throughout our careers.

There are situations and times that require us to be firm, to reset and get our teams following the process and rowing the same way.

There are other times that times have been tough and the strain of the day to day requires a little more cheer leading to get the teams spirits in line and back on track.

So my suggestion to you is if you are leaning all the way to one side or the other that you yourself find a way to become a little more balanced; your teams need it.

The truth is Management and Leadership aren’t the same thing. Management is pushing people to do the things they don’t want to do to achieve the goal we signed up for, and Leadership is making them believe that it’s possible because of them.

1 Quote:

“Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could.”

– Steve Jobs

No need for details…a legend!

1 Question:

Evaluate the last 4-5 interactions you’ve had; were you leading or managing? Would an adjusted mixture of both provide a better outcome?

Never too late to revisit any interaction and add a little of this or that.

Good luck!

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