Tag: trust

The illusion

FabrizioLeave a comment

The first time I was in a leadership role, I struggled very much to understand the unwanted consequences of what a leader says and does.

The illusion is often that you can still behave like a peer, or a friend.

Yet people will look for direction, not for jokes. They will look for reassurance, not for stress. They will look for development, not for undirected and generic feedback.

Grasp this soon when you become a leader, and understand that your words and actions are now under a different type of scrutiny. The whole team will benefit from it.

Growing managers

Fabrizio1 Comment

There’s a fairly common practice in growing start-ups.

When the headcount ramps up and a more complicated structure is needed, the natural tendency is to promote founders or early stage employees into managerial roles. This happens only marginally because people making or vetting the decision believe those employees are the best for the job. Most of the time, the promotion is seen as a reward: after all, the person has been with the company when things were getting started, typically a difficult moment to be in.

There’s a problem with that, though. The skills needed to do your job are considerably different from the skills needed to have others do their jobs.

In this [new] capacity you have plenty of work to do yourself: setting strategy, hiring and firing, coaching and development, obtaining necessary resources, making certain decisions while delegating others, and embodying the culture you wish to foster.

Ed Batista

Most growing companies ignore this problem, and end up in a situation in which a hiatus develops between managers and employees. Managers are not willing to find the time to do what they are supposed to do, employees are left alone and in the blind. Eventually, one of two things will happen: growth will flatline, as managers factually act as bottlenecks; or value will be destroyed, as negative working culture spreads (think Uber).

Founders and early stage employees can (and should) still be rewarded, but if it is decided to promote them into managerial roles, the company should at least make sure they understand their new responsibilities and get appropriate training and mentoring to deliver on the expectations of their newly formed teams.

Feeling in charge

FabrizioLeave a comment

I have done some of my best job under pressure and deadlines. Thing is, that pressure, those deadlines, they were not imposed from the outside. They were consequences of me feeling responsible for a project, a document, a team, a deliverable.

If you impose pressure and deadlines, particularly when you do not share clear reasoning (as in “we do this because it helps us this way”), people might still do the job. Great job, though, needs internalization.

Metrics that distract

Fabrizio1 Comment

Reading this reminded me of the time I found a job ad for Social Media Manager listing 1,000 (or was it 10,000) friends on Facebook as a requisite to apply.

We are easily mislead by what is not important, and so we believe that doing Marketing on social media is about metrics that are as much visibile as they are insignificant. And of course, managers and executives are then disappointed when they come to this very realization.

Continue focusing on bringing consistent value to your audience where they are, and stay clear of distraction-metrics. Long-term success will be your reward.

Adjusting expectations

Fabrizio1 Comment

It is very easy to hide when we can’t deliver.

When we have promised to do something, and then things changed unexpectedly, the most trivial thing to do is pretend the promise was not made in the first place. Not explaining what went wrong. Not answering to the request of clarification. Not showing up the next time.

Hiding.

And yet, we owe the people around us a “why” and a “what now”. Expectations can be adjusted, but trust is not easily given a second time if we fail it from the get-go.