a canadian startup

Managing People is not a Science

The most important lesson I’ve learned when it comes to managing, coaching, and teaching people is that there is no silver bullet. There is no single management methodology or formula that works on all people. Good managers are able to look at their unique team of individuals and develop a system alongside them that helps individuals develop their talents, serves to achieve their personal goals, supports their creativity, and aligns their efforts with the overall movement of the company.

Just as each manager is different, as is each individual’s needs from a manager; hence, every individual is best managed in an individual manner.

A lot of the radical advice you’ll hear about managing people is wrong when it makes the implication that “you’re doing it all wrong.” Outside-of-the-box management advice should serve to make you question your assumptions; but don’t switch just because an HR guru told you so.

There’s something to be said about authenticity, too. If you steal another person’s management practices, it won’t work when you try it yourself.

Parenting and management are similar because the best parents are not the ones that have a secret way of parenting — actually, my experience is that the products of radical parenting techniques are weirdos (heheh). No, the best parents are those that actually care. Good parents are equitable, they care, they listen, truly want to be good parents, respect their children, and invest time into the relationship.

In terms of management, I find that every action you take has positive and negative implications. For example:

• If you reward people, you create extrinsic motivations (bad) but if you don’t, you can fail to recognize extra effort
• If you step in to solve problems, you demonstrate come-to-me leadership, but you also discourage individual problem solving
• If you give free meals, people are happy, but it can also serve to create a culture of entitlement

So… be balanced about it, try different things, and see what’s best for your team.

We’re doing our year-end staff reviews this week so this is all on my mind. I am lucky to be able to work with Laura, one of the best HR managers I’ve ever met — she forces me to think about these things more deeply.