Managing Down: Elevate Your Leadership Communication with Patience and Positivity
How do you grow your people and free up time? Get better at managing down.
This is for managers who have teams reporting to them. Whether you're a new manager or a seasoned leader, there's something here for everyone. The theme in managing down is patience—an attribute many leaders lack because they always want things to move faster. However, mastering patience is crucial for effective leadership.
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The Power of Patience
Patience starts with managing your thoughts about time. Tell yourself, "You have all the time you need." This mindset shift can make a world of difference. When you're thinking, "I don't have time for this," you can't be an effective manager. You're stressed, disappointed, and far from your best self. Instead, think, "They're making progress." Recognize your team's development and remember, they're not idiots—they're learning, just as you once did.
Empathy and Support
If you believe your team is underperforming, you'll likely speak down to them. Remember, you've been where they are. Everyone can learn and grow with the right guidance. Commit to helping, guiding, supporting, teaching, and inspiring your team. Believe in their potential to become great leaders. No one is absolutely bad; everyone has good in them. Focus on this and manage them with empathy and support.
Managing Emotions and Feedback
Managing your emotions is essential. If you're angry, disappointed, or frustrated, your team won't hear what you're saying—they'll be distracted by your emotional expressiveness. Maintain a calm and positive demeanor to be truly heard. If you've received feedback that you're too intense or forceful, don't take it negatively. Understand that people will misinterpret your intentions, but that's okay. Accept it and work to minimize misunderstandings.
Building Strong Relationships
Strive for a partner-like relationship with your direct reports. Encourage them to bring new ideas, challenge your thinking, and coach you when they see a blind spot. Foster a sense of trust, independence, and flexibility in your team. Ensure they feel comfortable asking for guidance and mentorship. The goal is not to create mini versions of yourself but to develop them into confident, capable leaders.
Practical Tips for Managing Down
Write Your Manual: Start with five key things you care about and expand over time. Share this with your team after they've settled in.
Focus on Relationship Building: In the first two weeks, learn about your team members' personal and professional goals. Provide only positive feedback initially to build an emotional bank account.
Create Fun Onboarding Methods: Use creative and engaging ways to welcome new team members, making their introduction memorable and enjoyable.
Prepare for Constructive Feedback: Share feedback with high expectations and a positive outlook. Frame it as an opportunity for growth rather than criticism.
Manage Emotions in Meetings: If you're feeling frustrated, end the meeting and reconvene later. Keep the atmosphere positive and constructive.
Encourage Continuous Improvement: Ask for feedback and suggestions to improve processes. Cultivate a mindset of ongoing growth and development.
Managing down effectively requires patience, empathy, and a positive approach. By shifting your mindset, supporting your team, managing your emotions, and building strong relationships, you can elevate your leadership and inspire your team to greatness. Take these tips to heart and transform your approach to managing down. Your team will appreciate your leadership, and you'll create a more productive and motivated work environment.
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