Many people say they want a better boss—someone who guides them, develops them and sees their potential.
Sometimes the problem is not that they are being treated wrongly. They may be expecting the wrong thing from the wrong role.
Managing People the Way We Were Managed
One leader once believed that taking care of a team meant encouraging people, giving them clarity and bringing them out for meals.
Having previously been managed as an employee, she initially managed others according to what she had experienced.
Over time, a limitation became clear. When people continue thinking only like employees, they wait: for instructions, appraisal and promotion. That waiting can limit their growth.
The leadership approach therefore changed. The focus moved from managing employees towards developing an ownership mindset.
Ask Questions About Ownership and Development
During each yearly review, the leader began asking team members:
“What is your target income this year?”
“What kind of work should you be paid for?”
“What are your areas for growth?”
The conversation was no longer only about what needed to be done. It also examined who each person was becoming.
Development included three kinds of work:
- work that must be done to perform
- work the person enjoys doing; and
- work that feels uncomfortable but creates growth.
Real development requires all three.
Autonomy Should Strengthen Ownership
Over time, the team also received greater autonomy. Where people worked became less important than how they took ownership.
The objective was not simply to manage employees. It was to develop individuals who could think and operate independently.
This does not remove a manager’s responsibility for performance, clarity or feedback. It recognises that a manager manages, a leader creates direction and a mentor develops. These roles are related, but they are not the same.
Before concluding that a better boss is required, consider whether the expectation matches the role—and whether greater ownership could change the development experience.
At PLUS Mindset Academy, individual coaching helps professionals strengthen ownership, clarify workplace expectations and take a more active role in their growth.
This article expands on an original insight shared by Sharon Tan. Read the original LinkedIn discussion.
