My first job, 25 years ago, was at a market research firm.
About six months into the job, I had an idea for a new product.
My idea — rather than giving clients access to a large database of information, I took the database and created pre-defined reports that allowed them to access key pieces of data quickly and easily.
Instead of asking approval to launch the new product, I used my spare time to actually create it. I then showed it to the VP of my division.
And the result?
I got yelled at.
Seriously, the VP was angry at me. He questioned my immediate boss as to what I was doing and why I had invested time in creating something new.
Obviously this was not a very entrepreneurial company.
But what I found most interesting about the event was how much face time I got with the VP.
You see, that VP was what I consider to be a “stealth manager.” That is, he pretty much sat in his office, door closed, day after day after day.
So he really had no idea what everyone was doing. So he didn’t know that I created the new product after hours, and that between 9 and 5, I was accomplishing all the regular tasks assigned to me.
In fact, he didn’t know much about anything that was going on.
And the result — the employees were not inspired. We were not motivated. We lacked a clear vision of what the organization was trying to achieve.
And all this resulted in lackluster performance.
We didn’t go out of business. But we certainly weren’t growing like gangbusters like we should have been.
Think about your days. Are you a stealth manager? Are there others at your organization who are stealth managers?
Stealth management doesn’t work. Effective leaders and managers walk around and speak to their employees. They listen to them. They inspire them. Because effective leaders know that it’s the employees who make or break their companies. They (the leaders) are the conductors of the orchestra — without the players (the employees), there is no music.
Here are 5 things you can do TODAY to quickly break out of the “stealth manager” mode (and make your team more productive).
1. Walk around the office
Simply walk around to see what everyone is up to. Don’t make it seem like you’re Big Brother checking up on them. But rather, be very casual about it (the next points will give you some talking points to help with this).
2. Ask people what they are working on
Ask people what they are working on, and then really listen to their answers. Ask them why they are completing a task a certain way, and as appropriate, suggest another way they may accomplish it. Not only will they appreciate this mentorship, but you could improve their performance.
3. Tell someone/several people they’re doing a good job
Tell at least one person that they’re doing a good job. Let them know you found real value in something they accomplished recently.
4. Buy cookies
I don’t know many people who don’t like cookies. Come back from lunch with cookies, and either hand them out or put them in a main area. In either case, let everyone know that you bought them “just because.” Even those on a diet who refrain from eating them will appreciate the gesture.
5. Picture each of your team members as they looked when they were toddlers
This will force you to smile when you see them. And that smile alone will brighten their day.
Great companies are not built by one entrepreneur. They are built by entrepreneurs who inspire their employees to accomplish great things. Make sure you keep this top-of-mind, since if your employees don’t succeed, neither can you.
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