A proactive People Management strategy acknowledges that people are individuals and that a ‘one size fits all’ approach is not the most effective way to get the best out of everyone in your team. It also acknowledges that there are no magic formulas or quick fixes when dealing with people.
As a starting point for developing your people strategy, here are the first three of the seven essentials that I have identified and frequently relate to clients about People Management:
1. The only predictable thing about people is that they are unpredictable
Whilst it is not possible to second-guess exactly what people will do, it is possible to consider different scenarios and how you might deal with them. Don’t presume that individuals will react in a predictable way.
One of the traps of People Management that I often see managers falling into is assuming that all the members of their team will think, feel and react the same way that they themselves would do, in a given situation. They are often frustrated when someone doesn’t agree with, appreciate or see something in the same way that they do. Human beings are unique and whilst there may be similarities in personalities and approach, don’t assume that what you would do is what someone else will do.
2. One size does not fit all
Teams are a collection of individuals, all of whom are unique. Factors including their personality, the reasons why they are working, and why they work for you, will differ from person to person.
This means that taking a People Management approach that presumes everyone will think and behave in exactly the same way will not work. This also applies if you take the same approach to the same scenario with different people. For example, two people may be doing the same job with a similar level of knowledge, skills and experience. However, one may be able to work with minimal direction whilst the other performs better when given more support in task setting and checking.
Whilst it doesn’t mean doing everything completely differently for every person you employ, it does mean some aspects of your overall approach may require adjustment.
3. Change is inevitable and isn’t always planned
Think about your life and the factors that have led you to where you are today. A number of aspects will have been planned, such as going to school, deciding on a choice of career or targeting a company you want to work for. Many more of them will have been unplanned.
Just as you experience changes in your life, think of all of the things that will be changing in other people’s lives. I often hear the phrase “people fear change.” What I find is not that people fear change, but that they fear the unknowns associated with change.
Poor communication about the need for change and how it will impact on people can lead to them fearing the change. A way to avoid potential change pitfalls is to recognise and remember that people are different and that any change needs to be well planned and communicated in a number of ways. An important aspect of that communication is giving people plenty of confidential and supportive opportunities to ask questions and raise concerns. People Management includes being aware of and prepared for constant evolution as well as planned change.
Those are the first three essentials of People Management for you consider and I’ll write about the remaining essentials in the next issue of this newsletter.
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