Tips for the Managewhich: Is My Staff Doing Anything Resume-Worthy?

Nov 5

Photo by Klaus

One of the more obvious clues that your group is on the chopping block is when you can’t figure out what real value your group adds.  That’s even more true when the company is reorganizing people into that group in ways that don’t make sense.  It’s a good thing for the managewhich to recognize this trend, and start managing up immediately, even if it seems like it is too late.

For those of you who aren’t in that dire of a position, what are you doing to ensure that your staff has the opportunities they need to grow?

That’s a tough question nowadays when training budgets are all but gone and there’s more work than people to do it.  Still doing more with less provides it’s opportunities.  Where are you capitalizing on those?  How can you do more?

One way to do more is to offer the opportunity.  Let your directs do the thinking for you!

To set the stage, you need a clear and compelling vision for your group.  One you have that and you’ve been clear about the results and outcomes you’d like to see, the them tell you what they can do to make it happen.

Another way to grow your staff is good, old-fashioned delegation.  I want to make a distinction here.  When I say delegation, I mean juicy assignments, not outsourcing all the crap you don’t want to do.  It allows them to expand, it gets work off of your plate, and you both get to shine when it is done well.

One of the roadblocks I hear a lot is in operations groups that are in more of a maintenance type role.   This may be a time that the managewhich develops people through the group as opposed to trapping the high-potentials in it.  There are some situations in which there aren’t many growth opportunities.  Someone has to keep the lights on.  The key is that it doesn’t have to be the same someone.

Your role as the Managewhich is to help others be their best selves, too.  So do it!

Be Your Best You Today,

Carolann Jacobs

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